工作自主性对知识型员工越轨创新行为与职业倦怠的影响研究——基于角色压力及组织自尊的作用
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摘要
基于角色理论和内在动机理论,结合我国组织情境,探讨了工作自主性对知识型员工越轨创新和职业倦怠的影响机制,并选取329名知识型员工作为调研样本,对问卷收集到的匹配数据做层级回归分析来检验假设。结果显示:工作自主性与越轨创新显著正相关,与职业倦怠显著负相关;角色模糊对工作自主性与越轨创新的关系起部分中介作用,角色压力对工作自主性与职业倦怠的关系起完全中介作用;组织自尊在工作自主性对角色模糊和角色压力的影响过程中也分别具有调节效应。研究结果有助于厘清工作自主性对知识型员工越轨创新和职业倦怠的作用机理,同时对我国企业提升知识型员工创新绩效,抑制其职业倦怠现象的管理实践提供了理论依据和实证支持。
Based on the theory of role and intrinsic motivation,this research explored the mechanism and moderating effect of job autonomy on creative deviance and job burnout in the context of Chinese organizations. With a sample of 329 knowledge-oriented staff,we tested the model using confirmatory factor analysis and then tested the hypotheses by using hierarchical regression analysis. The results reveal that: job autonomy has a significant positive influence on creative deviance and a significant negative influence on job burnout; role ambiguity partially mediates the relationship between job autonomy and creative deviance; role stress fully mediates the relationship between job autonomy and job burnout; and that organization based self-esteem moderates the influence of job autonomy on creative deviance/job burnout. The findings help figure out the mechanism of job autonomy on the creative deviance and job burnout of knowledge-oriented staffs,and provide theoretical bases and empirical supports for enhancing employee innovative job performance and restraining job burnout.
Based on the theory of role and intrinsic motivation,this research explored the mechanism and moderating effect of job autonomy on creative deviance and job burnout in the context of Chinese organizations. With a sample of 329 knowledge-oriented staff,we tested the model using confirmatory factor analysis and then tested the hypotheses by using hierarchical regression analysis. The results reveal that: job autonomy has a significant positive influence on creative deviance and a significant negative influence on job burnout; role ambiguity partially mediates the relationship between job autonomy and creative deviance; role stress fully mediates the relationship between job autonomy and job burnout; and that organization based self-esteem moderates the influence of job autonomy on creative deviance/job burnout. The findings help figure out the mechanism of job autonomy on the creative deviance and job burnout of knowledge-oriented staffs,and provide theoretical bases and empirical supports for enhancing employee innovative job performance and restraining job burnout.
引文
[1]郑子林.知识型员工心理契约违背的影响及预防措施探析[J].管理世界,2014(4):1-4.
[2]石冠峰,梁鹏.知识型员工工作自主性对建言行为的影响[J].科技进步与对策,2016(6):135-141.
[3]胡进梅,沈勇.工作自主性和研发人员的创新绩效:基于任务互依性的调节效应模型[J].中国人力资源开发,2014(17):30-35.
[4]刘鑫,杨东涛.工作自主性与员工敬业度:自我监控和分配公平的调节作用[J].商业经济与管理,2017(4):41-48.
[5] GRANT A M. The significance of task significance:job performance effects,relational mechanisms,and boundary conditions[J]. Journal of Applied Psychology,2008(1):108-124.
[6]杜鹏程,宋锟泰,汪点点.创新型企业研发人员工作自主性对沉默与建言的影响[J].科学学与科学技术管理,2014(12):158-167.
[7] WHITENER E. Do“high commitment”human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling[J]. Journal of Management,2001(5):515-535.
[8] ITO J K,BROTHERIDGE C M. Does supporting employees’career adaptability lead to commitment or turnover or both?[J].Human Resource Management,2005(1):5-19.
[9] CORDERY J L,MORRISON D,WRIGHT B M,et al. The impact of autonomy and task uncertainty on team performance:a longitudinal field study[J]. Journal of Organizational Behavior,2010(3):240-258.
[10] SPIEGELAERE S,VAN G G,WITTE H,et al. On the relation of job insecurity,job autonomy,innovative workbehaviour and the mediating effect of work engagement[J]. Creativity and Innovation Management,2014(3):318-330.
[11]王益富,秦启文,张建人.生产型企业的工作自主性:概念、测量与相关研究[J].心理科学进展,2012(7):1062-1067.
[12]王端旭,赵轶.工作自主性、技能多样性与员工创造力:基于个性特征的调节效应模型[J].商业经济与管理,2011(10):44-50.
[13] BIZZI L,SODA G. The paradox of authentic selves and chameleons:self-monitoring,perceived job autonomy and contextual performance[J]. British Journal of Management,2011(2):324-339.
[14] AUGSDORFER P. Bootlegging and path dependency[J]. Research Policy,2005(1):1-11.
[15] CRISCUOLO P,SALTER A,TERWAL A. Going underground:bootlegging and individual innovative performance[J].Organization Science,2014(5):1287-1305.
[16] MOWERY D C. Plus ca change:industrial R&D in the “third industrial revolution”[J]. Industrial and Corporate change,2009(1):1-50.
[17]黄玮,项国鹏,杜运周,等.越轨创新与个体创新绩效的关系研究[J].南开管理评论,2017(1):143-154.
[18] UMPHRESS E E,BINGHAM J B. When employees do bad things for good reasons:examining unethical pro-organizational behaviors[J]. Organization Science,2011(3):621-640.
[19]杨红明,刘耀中.工作特征对知识员工敬业度作用的实证研究:基于内在动机视角[J].科技管理研究,2012(11):169-174.
[20] WONG C A,SPENCE K. Authentic leadership and nurses’voice behaviour and perceptions of care quality[J]. Journal of Nursing Management,2010(8):889-900.
[21]李万明,李君锐.工作自主性、心理可得性与员工创新行为:差错管理文化调节作用[J].企业经济,2016(9):97-103.
[22]李永鑫,张阔.工作倦怠研究的新趋势[J].心理科学,2007(2):478-481.
[23]赵金金,于水仙,王妍.社会比较视角下同事晋升对知识型员工职业倦怠影响机制研究[J].软科学,2017(4):75-79.
[24]邓渝,范莉莉.多元化氛围和感知差异对员工工作投入与工作倦怠的影响:一项跨层次的研究[J].软科学,2014(2):87-90.
[25] VANSTEEKISTE M,RYAN R M,DECI E L. Self-determination theory and the explanatory role of psychological needs in human well-being[M]. Oxford:Oxford University Press,2008.
[26] JOO B K,JEUNG C W. Investigating the influences of coreself-evaluations,job autonomy,and intrinsic motivation on inrole job performance[J]. Human Resource Development Quarterly,2010(4):353-371.
[27]樊骅,刘益,韩冰.角色压力与共享领导力对跨界员工创造力的作用研究[J].软科学,2015(12):77-81.
[28]张辉,牛振邦.特质乐观和状态乐观对一线服务员工服务绩效的影响:基于“角色压力-倦怠-工作结果”框架[J].南开管理评论,2013(1):110-121.
[29]李秀荣,于伟.角色压力、职业自我效能与组织职涯管理[J].现代财经,2015(4):93-103.
[30]崔楠,胡洋红,徐岚.组织中的角色压力研究:整合研究框架及未来研究方向[J].软科学,2014(9):82-86.
[31]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.
[32]高中华,赵晨.知识员工角色压力对生活满意度的影响研究:一个被调节的中介效应模型[J].科研管理,2015(11):162-169.
[33] SINGH A,DUBEY A K. Role of stress and locus of control in job satisfaction among managers[J]. The IUP Journal of Organizational Behavior,2011(1):42-56.
[34] BRUNETOO Y,FARR-WHARTOM R,SHACKLOCK K. Supervisor subordinate communication relationships,role ambiguity,autonomy and affective commitment for nurses[J]. Contemporary Nurse,2011(2):227-239.
[35]刘小禹,刘军,许浚,等.职场排斥对员工主动性行为的影响机制:基于自我验证理论的视角[J].心理学报,2015(6):826-836.
[36]余璇,陈维政.组织伦理气候对组织情感承诺影响路径研究[J].现代财经(天津财经大学学报),2015(9):92-101.
[37]李兴娜,凌文辁.组织自尊问题研究[J].中国人力资源开发,2011(8):34-37.
[38]于伟,张鹏.组织差序氛围对员工漠视行为的影响:职场排斥和组织自尊的作用[J].中央财经大学学报,2016(10):122-128.
[39] MORGESON F P,HUMPHREY S E. The work design questionnaire:developing and validating a comprehensive measure for assessing job design and the nature of work[J]. Journal of Applied Psychology,2006(6):1321-1339.
[40]李超平,时勘.分配公平与程序公平对工作倦怠的影响[J].心理学报,2003(5):677-684.
[41] PETERSON M F,SMITH P B,AKANDE A. Role conflict,ambiguity,and overload:a 21-nation study[J]. Academy of Management Journal,1995(2):429-452.
[42] PIERCE J L,GARDNER D G,CUMMINGS L L,et al. Organization-based self-esteem:construct definition,measurement,and validation[J]. Academy of Management Journal,1989(3):622-648.
[43]彭台光,高月慈,林钲棽.管理研究中的共同方法变异:问题本质、影响、测试和补救[J].管理学报,2006(1):77-98.
[44] WANG H,LAW K S,HACKETT R D,et al. Leadership-member exchange as a mediator of the relationship between transformational leadership and followers’performance and organizational citizenship behavior[J]. Academy of Management Journal,2005(3):420-432.
[45] BARON R,KENNY D. The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J]. Journal of Personality and Social Psychology,1986(6):1173-1182.
[46] ROBBINS S P. Organizational behavior,concepts,controversies and applications[M]. Englewood Cliffs:Prentice Hall,1993.
[2]石冠峰,梁鹏.知识型员工工作自主性对建言行为的影响[J].科技进步与对策,2016(6):135-141.
[3]胡进梅,沈勇.工作自主性和研发人员的创新绩效:基于任务互依性的调节效应模型[J].中国人力资源开发,2014(17):30-35.
[4]刘鑫,杨东涛.工作自主性与员工敬业度:自我监控和分配公平的调节作用[J].商业经济与管理,2017(4):41-48.
[5] GRANT A M. The significance of task significance:job performance effects,relational mechanisms,and boundary conditions[J]. Journal of Applied Psychology,2008(1):108-124.
[6]杜鹏程,宋锟泰,汪点点.创新型企业研发人员工作自主性对沉默与建言的影响[J].科学学与科学技术管理,2014(12):158-167.
[7] WHITENER E. Do“high commitment”human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling[J]. Journal of Management,2001(5):515-535.
[8] ITO J K,BROTHERIDGE C M. Does supporting employees’career adaptability lead to commitment or turnover or both?[J].Human Resource Management,2005(1):5-19.
[9] CORDERY J L,MORRISON D,WRIGHT B M,et al. The impact of autonomy and task uncertainty on team performance:a longitudinal field study[J]. Journal of Organizational Behavior,2010(3):240-258.
[10] SPIEGELAERE S,VAN G G,WITTE H,et al. On the relation of job insecurity,job autonomy,innovative workbehaviour and the mediating effect of work engagement[J]. Creativity and Innovation Management,2014(3):318-330.
[11]王益富,秦启文,张建人.生产型企业的工作自主性:概念、测量与相关研究[J].心理科学进展,2012(7):1062-1067.
[12]王端旭,赵轶.工作自主性、技能多样性与员工创造力:基于个性特征的调节效应模型[J].商业经济与管理,2011(10):44-50.
[13] BIZZI L,SODA G. The paradox of authentic selves and chameleons:self-monitoring,perceived job autonomy and contextual performance[J]. British Journal of Management,2011(2):324-339.
[14] AUGSDORFER P. Bootlegging and path dependency[J]. Research Policy,2005(1):1-11.
[15] CRISCUOLO P,SALTER A,TERWAL A. Going underground:bootlegging and individual innovative performance[J].Organization Science,2014(5):1287-1305.
[16] MOWERY D C. Plus ca change:industrial R&D in the “third industrial revolution”[J]. Industrial and Corporate change,2009(1):1-50.
[17]黄玮,项国鹏,杜运周,等.越轨创新与个体创新绩效的关系研究[J].南开管理评论,2017(1):143-154.
[18] UMPHRESS E E,BINGHAM J B. When employees do bad things for good reasons:examining unethical pro-organizational behaviors[J]. Organization Science,2011(3):621-640.
[19]杨红明,刘耀中.工作特征对知识员工敬业度作用的实证研究:基于内在动机视角[J].科技管理研究,2012(11):169-174.
[20] WONG C A,SPENCE K. Authentic leadership and nurses’voice behaviour and perceptions of care quality[J]. Journal of Nursing Management,2010(8):889-900.
[21]李万明,李君锐.工作自主性、心理可得性与员工创新行为:差错管理文化调节作用[J].企业经济,2016(9):97-103.
[22]李永鑫,张阔.工作倦怠研究的新趋势[J].心理科学,2007(2):478-481.
[23]赵金金,于水仙,王妍.社会比较视角下同事晋升对知识型员工职业倦怠影响机制研究[J].软科学,2017(4):75-79.
[24]邓渝,范莉莉.多元化氛围和感知差异对员工工作投入与工作倦怠的影响:一项跨层次的研究[J].软科学,2014(2):87-90.
[25] VANSTEEKISTE M,RYAN R M,DECI E L. Self-determination theory and the explanatory role of psychological needs in human well-being[M]. Oxford:Oxford University Press,2008.
[26] JOO B K,JEUNG C W. Investigating the influences of coreself-evaluations,job autonomy,and intrinsic motivation on inrole job performance[J]. Human Resource Development Quarterly,2010(4):353-371.
[27]樊骅,刘益,韩冰.角色压力与共享领导力对跨界员工创造力的作用研究[J].软科学,2015(12):77-81.
[28]张辉,牛振邦.特质乐观和状态乐观对一线服务员工服务绩效的影响:基于“角色压力-倦怠-工作结果”框架[J].南开管理评论,2013(1):110-121.
[29]李秀荣,于伟.角色压力、职业自我效能与组织职涯管理[J].现代财经,2015(4):93-103.
[30]崔楠,胡洋红,徐岚.组织中的角色压力研究:整合研究框架及未来研究方向[J].软科学,2014(9):82-86.
[31]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.
[32]高中华,赵晨.知识员工角色压力对生活满意度的影响研究:一个被调节的中介效应模型[J].科研管理,2015(11):162-169.
[33] SINGH A,DUBEY A K. Role of stress and locus of control in job satisfaction among managers[J]. The IUP Journal of Organizational Behavior,2011(1):42-56.
[34] BRUNETOO Y,FARR-WHARTOM R,SHACKLOCK K. Supervisor subordinate communication relationships,role ambiguity,autonomy and affective commitment for nurses[J]. Contemporary Nurse,2011(2):227-239.
[35]刘小禹,刘军,许浚,等.职场排斥对员工主动性行为的影响机制:基于自我验证理论的视角[J].心理学报,2015(6):826-836.
[36]余璇,陈维政.组织伦理气候对组织情感承诺影响路径研究[J].现代财经(天津财经大学学报),2015(9):92-101.
[37]李兴娜,凌文辁.组织自尊问题研究[J].中国人力资源开发,2011(8):34-37.
[38]于伟,张鹏.组织差序氛围对员工漠视行为的影响:职场排斥和组织自尊的作用[J].中央财经大学学报,2016(10):122-128.
[39] MORGESON F P,HUMPHREY S E. The work design questionnaire:developing and validating a comprehensive measure for assessing job design and the nature of work[J]. Journal of Applied Psychology,2006(6):1321-1339.
[40]李超平,时勘.分配公平与程序公平对工作倦怠的影响[J].心理学报,2003(5):677-684.
[41] PETERSON M F,SMITH P B,AKANDE A. Role conflict,ambiguity,and overload:a 21-nation study[J]. Academy of Management Journal,1995(2):429-452.
[42] PIERCE J L,GARDNER D G,CUMMINGS L L,et al. Organization-based self-esteem:construct definition,measurement,and validation[J]. Academy of Management Journal,1989(3):622-648.
[43]彭台光,高月慈,林钲棽.管理研究中的共同方法变异:问题本质、影响、测试和补救[J].管理学报,2006(1):77-98.
[44] WANG H,LAW K S,HACKETT R D,et al. Leadership-member exchange as a mediator of the relationship between transformational leadership and followers’performance and organizational citizenship behavior[J]. Academy of Management Journal,2005(3):420-432.
[45] BARON R,KENNY D. The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J]. Journal of Personality and Social Psychology,1986(6):1173-1182.
[46] ROBBINS S P. Organizational behavior,concepts,controversies and applications[M]. Englewood Cliffs:Prentice Hall,1993.