个性化契约对核心员工建设性偏差行为的影响机制研究

A Study on the Impact Mechanisms of Idiosyncratic Deals on Core Employees’ Constructive Deviance

基于社会认同理论,通过对422名核心员工的纵向问卷调查,从员工与组织关系的视角,探讨个性化契约通过组织认同对核心员工建设性偏差行为的影响过程,以及同事获得个性化契约的机会在其中的调节作用。研究结果表明:个性化契约对核心员工建设性偏差行为有显著的正向影响;组织认同在个性化契约与核心员工建设性偏差行为之间具有部分中介作用;同事获得个性化契约的机会在个性化契约与核心员工组织认同之间具有负向的调节作用;同事获得个性化契约的机会调节了个性化契约通过组织认同对核心员工建设性偏差行为影响的中介过程,从而表现出有中介的调节作用。

Based on the social identity theory,taking a 422 core employees’longitudinal questionnaire investigation,this study examined the effecting process of idiosyncratic deals on core employees’constructive deviance through organizational identification,as well as the moderating effect of opportunity for co-workers’I-Deals from the employee-organization relationship perspective.The results showed that:①Idiosyncratic deals had a significant effect on core employees’constructive deviance;②Organizational identification had a partial mediating effect on the relationship between idiosyncratic deals and core employees’constructive deviance;③Opportunity for co-workers’I-Deals had a negative moderating effect between idiosyncratic deals and core employees’organizational identification;④Idiosyncratic deals effected core employees’constructive deviance through organizational identification,which was moderated by opportunity for co-workers’I-Deals that acted as a mediated-moderator.