非正式地位对员工主动变革行为的影响机制研究

Study on the Influence Mechanism of Employee Informal Status in the Organization on Taking Charge

本研究采用中国六大城市近40家国有企事业单位的392套领导—部属配对问卷数据,重点考察了组织中非正式地位对员工主动变革行为的影响机制。研究结果表明:组织中非正式地位正向驱动员工主动变革行为,即非正式地位越高,员工主动变革行为越多;非正式地位越低,员工主动变革行为越少。非正式地位通过心理安全作用于员工主动变革行为;错误管理文化会进一步强化非正式地位与主动变革行为之间的关系,且该调节效应会被心理安全完全中介。由此,本研究构建了一个可以系统探讨组织中非正式地位、错误管理文化对员工主动变革行为作用机制的理论研究框架,对于"非正式地位到底如何驱动员工开展主动变革行为"以及"什么样的错误管理文化能够有效提高员工主动变革行为"等问题提供了系统深入的理论阐释。

Data are collected from 392 dyads of employees and their immediate supervisors in about 40 stated-own enterprises to empirically test the mechanisms of employee informal status in organization influences on taking charge.In line with our hypotheses,regression results reveal that:the employee informal status in the organization positively actuates taking charge.Specifically,the higher of the employee informal status the higher of taking charge.The employee informal status indirectly affects taking charge by psychological security.Error management culture significantly strengthens the relationship between employee informal status and taking charge.And the moderated effect of error management culture is completely mediated by the employee psychological security.Therefore,we construct the theoretical framework about the relationships among employee informal status in the organization,error management culture and taking charge.And the results provide a systematic and in-depth interpretation for the issues of"how the employee informal status influences taking charge"and"how the managers can significantly improve the employee’s taking charge".Finally,the countermeasures and suggestions for the organizations based on the results are discussed.