类亲情交换关系视角下家庭支持型主管行为对员工帮助行为的影响研究
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摘要
基于中国本土文化情境建立了一个被中介的调节模型,考察了家庭支持型主管行为对员工帮助行为的影响机制,检验了类亲情交换关系的中介作用和员工传统性的调节作用。研究结果发现,家庭支持型主管行为对员工的帮助行为有着积极的影响,并且这种积极的影响是通过类亲情交换关系的完全中介作用实现的。此外,较高的员工传统性能够增强家庭支持型主管行为对员工类亲情交换关系的积极影响;同时,较高的员工传统性还能增强类亲情交换关系的中介效应,即员工传统性越高,类亲情交换关系的中介效应越大。
Based on Chinese local culture context,this study explores the influence mechanism of family supportive supervisor behavior(FSSB)on employee helping behavior,and examines the mediating effect of family-like exchange relationship and the moderating effect of employee traditionality.Using aquestionnaire survey,the study finds that FSSB has a positive effect on employee helping behavior,which is completely mediated by family-like exchange relationship.Meanwhile,the study also finds that employee traditionality can enhance the positive effect of FSSB on family-like exchange relationship and the mediating effect of family-like exchange relationship on the relationship between FSSB and employee helping behavior,which means that the higher level traditionality the employee is,the stronger the mediating effect of family-like exchange relationship becomes.
Based on Chinese local culture context,this study explores the influence mechanism of family supportive supervisor behavior(FSSB)on employee helping behavior,and examines the mediating effect of family-like exchange relationship and the moderating effect of employee traditionality.Using aquestionnaire survey,the study finds that FSSB has a positive effect on employee helping behavior,which is completely mediated by family-like exchange relationship.Meanwhile,the study also finds that employee traditionality can enhance the positive effect of FSSB on family-like exchange relationship and the mediating effect of family-like exchange relationship on the relationship between FSSB and employee helping behavior,which means that the higher level traditionality the employee is,the stronger the mediating effect of family-like exchange relationship becomes.
引文
[1]王三银,刘洪,刘润刚.工作边界强度对员工情绪耗竭的影响研究:角色压力的中介作用[J].浙江工商大学学报,2017(2):79-89.
[2]王三银,刘洪,林彦梅.工作边界强度与员工组织认同之间的关系——工作边界偏好的匹配性调节[J].南开管理评论,2016,19(6):81-90.
[3]HAMMER L B,ERNST K E,BODNER T,et al.Measurement Development and Validation of the Family Supportive Supervisor Behavior Short-Form(FSSB-SF)[J].Journal of Occupational Health Psychology,2013,18(3):285-296.
[4]WANG P,WALUMBWA F O,WANG H,et al.Unraveling the Relationship between Family-Supportive Supervisor and Employee Performance[J].Group&Organization Management,2013,38(2):258-287.
[5]姜海,马红宇,谢菊兰,等.家庭支持型主管行为对员工工作态度的影响:有调节的中介效应分析[J].心理科学,2015,38(5):1 194-1 200.
[6]马红宇,邱慕梦,唐汉瑛,等.家庭支持型主管行为研究述评与展望[J].外国经济与管理,2016,38(10):89-101.
[7]THOMAS L T,GANSTER D C.Impact of FamilySupportive Work Variables on Work-Family Conflict and Strain:A Control Perspective[J].Journal of Applied Psychology,1995,80(1):6-15.
[8]朱苏丽,龙立荣,贺伟,等.超越工具性交换:中国企业员工-组织类亲情交换关系的理论建构与实证研究[J].管理世界,2015(11):119-134.
[9]唐杰,林志扬,石冠峰.价值观匹配对员工应对组织变革的影响研究:多个模型的比较[J].华东经济管理,2012,26(8):147-151.
[10]包玲玲,王韬.转型背景下雇佣关系模式对员工助人行为的影响[J].管理学报,2011,8(11):1 646-1 654.
[11]刘蕴.道德型领导对员工帮助行为的影响机制——基于自我概念的视角[J].经济管理,2016(1):84-93.
[12]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1 371-1 382.
[13]李珲,丁刚,李新建.基于家长式领导三元理论的领导方式对员工创新行为的影响[J].管理学报,2014,11(7):1 005-1 013.
[14]谢俊,汪林,储小平.中国情境下领导-部属交换对员工创造力的影响机制研究[J].管理工程学报,2014,28(2):1-7.
[15]吴坤津,刘善仕,王红丽.仁慈导向人力资源实践对角色内行为和角色外行为的影响——基于类亲情交换关系的视角[J].商业经济与管理,2017,37(7):45-52.
[16]朱苏丽,龙立荣.合私为公:员工-组织类亲情交换关系的形成和演化[J].南京大学学报:哲学·人文科学·社会科学,2017(2):47-60.
[17]张永军,张鹏程,赵君.家长式领导对员工亲组织非伦理行为的影响:基于传统性的调节效应[J].南开管理评论,2017,20(2):169-179.
[18]李锐,田晓明,孙建群.自我牺牲型领导对员工知识共享的作用机制[J].南开管理评论,2014,17(5):24-32.
[19]王宇清,龙立荣,周浩.消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制[J].心理学报,2012,44(12):1 663-1 676.
[20]单红梅,胡恩华,张梦琦,等.基于传统性和工会实践作用的工会变革型领导对工会公民行为的影响研究[J].管理学报,2017,14(9):1 308-1 314.
[21]张端民.领导-成员交换与员工沉默行为:组织公平与传统性的作用[J].预测,2017,36(3):14-20.
[22]姜海.家庭支持型主管对员工工作态度和工作投入的作用机制及干预研究[D].武汉:华中师范大学管理学院,2016.
[23]FARH J L,EARLEY P C,LIN S C.Impetus for Action:A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society[J].Administrative Science Quarterly,1997,42(3):421-444.
[24]FARH J L,HACKETT R D,LIANG J.Individual-Level Cultural Values as Moderators of Perceived Organizational Support-Employee Outcome Relationships in China:Comparing the Effects of Power Distance and Traditionality[J].Academy of Management Journal,2007,50(3):715-729.
[25]PAUSTIAN-UNDERDAHL S C,HALBESLEBEN J R B.Examining the Influence of Climate,Supervisor Guidance,and Behavioral Integrity on WorkFamily Conflict:A Demands and Resources Approach[J].Journal of Organizational Behavior,2014,35(4):447-463.
[26]CHANG S J,VAN WITTELOOSTUIJN A,EDEN L.From the Editors:Common Method Variance in International Business Research[J].Journal of International Business Studies,2010,41(2):178-184.
[27]PREACHER K J,RUCKER D D,HAYES A F.Addressing Moderated Mediation Hypotheses:Theory,Methods,and Prescriptions[J].Multivariate Behavioral Research,2007,42(1):185-227.
[2]王三银,刘洪,林彦梅.工作边界强度与员工组织认同之间的关系——工作边界偏好的匹配性调节[J].南开管理评论,2016,19(6):81-90.
[3]HAMMER L B,ERNST K E,BODNER T,et al.Measurement Development and Validation of the Family Supportive Supervisor Behavior Short-Form(FSSB-SF)[J].Journal of Occupational Health Psychology,2013,18(3):285-296.
[4]WANG P,WALUMBWA F O,WANG H,et al.Unraveling the Relationship between Family-Supportive Supervisor and Employee Performance[J].Group&Organization Management,2013,38(2):258-287.
[5]姜海,马红宇,谢菊兰,等.家庭支持型主管行为对员工工作态度的影响:有调节的中介效应分析[J].心理科学,2015,38(5):1 194-1 200.
[6]马红宇,邱慕梦,唐汉瑛,等.家庭支持型主管行为研究述评与展望[J].外国经济与管理,2016,38(10):89-101.
[7]THOMAS L T,GANSTER D C.Impact of FamilySupportive Work Variables on Work-Family Conflict and Strain:A Control Perspective[J].Journal of Applied Psychology,1995,80(1):6-15.
[8]朱苏丽,龙立荣,贺伟,等.超越工具性交换:中国企业员工-组织类亲情交换关系的理论建构与实证研究[J].管理世界,2015(11):119-134.
[9]唐杰,林志扬,石冠峰.价值观匹配对员工应对组织变革的影响研究:多个模型的比较[J].华东经济管理,2012,26(8):147-151.
[10]包玲玲,王韬.转型背景下雇佣关系模式对员工助人行为的影响[J].管理学报,2011,8(11):1 646-1 654.
[11]刘蕴.道德型领导对员工帮助行为的影响机制——基于自我概念的视角[J].经济管理,2016(1):84-93.
[12]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1 371-1 382.
[13]李珲,丁刚,李新建.基于家长式领导三元理论的领导方式对员工创新行为的影响[J].管理学报,2014,11(7):1 005-1 013.
[14]谢俊,汪林,储小平.中国情境下领导-部属交换对员工创造力的影响机制研究[J].管理工程学报,2014,28(2):1-7.
[15]吴坤津,刘善仕,王红丽.仁慈导向人力资源实践对角色内行为和角色外行为的影响——基于类亲情交换关系的视角[J].商业经济与管理,2017,37(7):45-52.
[16]朱苏丽,龙立荣.合私为公:员工-组织类亲情交换关系的形成和演化[J].南京大学学报:哲学·人文科学·社会科学,2017(2):47-60.
[17]张永军,张鹏程,赵君.家长式领导对员工亲组织非伦理行为的影响:基于传统性的调节效应[J].南开管理评论,2017,20(2):169-179.
[18]李锐,田晓明,孙建群.自我牺牲型领导对员工知识共享的作用机制[J].南开管理评论,2014,17(5):24-32.
[19]王宇清,龙立荣,周浩.消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制[J].心理学报,2012,44(12):1 663-1 676.
[20]单红梅,胡恩华,张梦琦,等.基于传统性和工会实践作用的工会变革型领导对工会公民行为的影响研究[J].管理学报,2017,14(9):1 308-1 314.
[21]张端民.领导-成员交换与员工沉默行为:组织公平与传统性的作用[J].预测,2017,36(3):14-20.
[22]姜海.家庭支持型主管对员工工作态度和工作投入的作用机制及干预研究[D].武汉:华中师范大学管理学院,2016.
[23]FARH J L,EARLEY P C,LIN S C.Impetus for Action:A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society[J].Administrative Science Quarterly,1997,42(3):421-444.
[24]FARH J L,HACKETT R D,LIANG J.Individual-Level Cultural Values as Moderators of Perceived Organizational Support-Employee Outcome Relationships in China:Comparing the Effects of Power Distance and Traditionality[J].Academy of Management Journal,2007,50(3):715-729.
[25]PAUSTIAN-UNDERDAHL S C,HALBESLEBEN J R B.Examining the Influence of Climate,Supervisor Guidance,and Behavioral Integrity on WorkFamily Conflict:A Demands and Resources Approach[J].Journal of Organizational Behavior,2014,35(4):447-463.
[26]CHANG S J,VAN WITTELOOSTUIJN A,EDEN L.From the Editors:Common Method Variance in International Business Research[J].Journal of International Business Studies,2010,41(2):178-184.
[27]PREACHER K J,RUCKER D D,HAYES A F.Addressing Moderated Mediation Hypotheses:Theory,Methods,and Prescriptions[J].Multivariate Behavioral Research,2007,42(1):185-227.