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人—组织匹配对员工创新行为的影响——心理授权的中介作用 被引量：6

The Effect of Person-Organization Fit on Employee's Innovative Behavior:the Mediating Role of Psychological Empowerment
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摘要 人—组织匹配对员工创新行为具有显著的正向影响,其中价值观匹配和要求—能力匹配对员工创新行为具有显著的正向影响,需求—供给匹配对员工创新行为没有影响;人—组织匹配及三个维度均对心理授权具有显著的正向影响,心理授权对员工创新行为具有显著的正向影响;心理授权在人—组织匹配与员工创新行为之间起到部分中介作用。 Person-organization fit has a significant positive impact on employee＇s innovative behavior. Value congruence and demands-abilities fit also has a significant positive impact on employee＇s innovative behavior. Needs-supplies fit has no impact on employee＇s innovative behavior. Person-organization fit and the three dimensions has significant positive impact on psychological empowerment. Psychological empowerment has a significant positive impact on employee＇s innovative behavior. Psychological empowerment plays an intermediate role between person-organization fit and employee＇s innovative behavior.
作者 杨英 李伟
机构地区 东北电力大学经济管理学院．吉林吉林
出处 《中国流通经济》 CSSCI 北大核心 2012年第6期72-75,共4页 China Business and Market
基金 教育部人文社会科学研究规划基金项目“国有控股上市公司高层管理者绩效评价方法研究”(项目编号:11YJA630033) 东北电力大学博士科研启动基金项目“推动战略性新兴产业发展的人力资源开发研究”(项目编号:BSJXM-201114) 吉林市科技局软科学项目“吉林市创新型城市建设研究”(项目编号:201243206)的阶段性成果
关键词 人-组织匹配 价值观匹配 要求-能力匹配 需求-供给匹配 员工创新行为 心理授权 person-organization fit value congruence need-supply fit demand-ability fit employee＇s innovative
分类号 F272.92 [经济管理—企业管理]
  • 相关文献

参考文献19

  • 1Chatman J A.Improving Interactional Organizational Research: A Model of Person-organization Fit [J]. Academy of Management Review, 1989, 14 (3) : 333-349.
  • 2Muehinsky P M, Monahan C J. What is Person-environment Congruence? Supplementary Versus Complementary Models of Fit[J]. Journal of Vocational Behavior, 1987, 31 (3) : 268-277.
  • 3Caplan R D. Person-environment Fit Theory and Organizations:Commensurate Dimensions,Time Perspectives and Mechanisms [J]. Journal of Vocational Behavior, 1987,31 (3) : 248-267.
  • 4Kristof A L. Person-organization Fit: An Integrative Review of its Conceptualizations,Measurement and Implications[J]. Personnel Psychology, 1996, 49 (1) : 1-49.
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二级参考文献50

  • 1李超平,时勘.变革型领导的结构与测量[J].心理学报,2005,37(6):803-811. 被引量：452
  • 2李超平,李晓轩,时勘,陈雪峰.授权的测量及其与员工工作态度的关系[J].心理学报,2006,38(1):99-106. 被引量：405
  • 3Zhou, J. , &George, J. M. When job dissatisfaction leads to creativity: Encouraging the expression of voice [J]. Academy of Management Journal, 2001, 44 (4): 682-696.
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  • 8Conger J A and Kanungo R N the Empowerment Process: Integrating Theory and Practice [J]. Academy of Management Review, 1988, 3 (3).
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共引文献209

同被引文献80

  • 1杜恒波.组织认同理论研究评述与展望[J].山东工商学院学报,2012,26(3):66-70. 被引量：4
  • 2徐本华.传承与发展:人-岗匹配与人-组织匹配关系探讨[J].河南大学学报（社会科学版）,2007,47(4):74-77. 被引量：11
  • 3Muchinsky P M;Monahan CJ.What is person-environment congruence? Supplementary versus complementary models of fit,1987(31).
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  • 6Chatman J A. Improving interactional organizational research: a model of person-organization fit [J]. Academy of Manage- ment Review, 1989, 14 (3) : 333-349.
  • 7Muchinsky P M, Monahan C J. What is person-environment congruence? supplementary versus complementary models of fit[J]. Journal of Vocational Behavior, 1987,31 (3) :268-277.
  • 8Caplan R D. Person-environment fit theory and organizations: commensurate dimensions, time perspectives, and mechanisms [J ]. Journal of Vocational behavior, 1987,31 (3) : 248-267.
  • 9Kristof A L. Person-organization fit: an integrative review of its conceptualizations, measurement, and implications [J]. Personnel psychology, 1996,49 ( 1 ) : 1-49.
  • 10Cable D M, Derue D S. The convergent and discriminant valid- ity of subjective fit perceptions [J ]. Journal of applied psychology, 2002,87 (5) : 875.

引证文献6

二级引证文献33

中国流通经济
2012年 第6期

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