摘要
指导关系作为人力资源开发的一种手段,让指导者、被指导者和组织三方都受益颇多。本研究基于指导关系理论和互惠理论构建了上下级指导关系对员工工作满意的作用机制模型。依据山东省4家制造型企业201位中基层员工的调查数据,采用层级回归的方法,对模型进行检验。结果验证了平衡互惠的调节作用以及广义互惠的中介作用,为企业的上下级指导关系策略提供了一定参考作用。
Mentoring relationship as one method of human resource development benefits mentors, employees and organization. This paper constructed a research model to investigate the impact of mentoring relationship on job satisfaction based on mentoring relationship theory and reciprocity theory. Model are tested by hierarchical regression, using the data collected from 201 managers and employees in four manufacturing enterprises in Shandong province. The results confirm the moderating effect of balance reciprocity and the mediating effect of general reciprocity. Implication for mentoring relationship of enterprises is talked.
出处
《预测》
CSSCI
北大核心
2012年第4期28-32,45,共6页
Forecasting
基金
国家自然科学基金资助项目(71102130)
教育部人文社会科学研究基金资助项目(09YJC630050)
中央高校基本科研业务费专项资金资助项目(HIT.HSS.201111)
关键词
指导关系
工作满意度
平衡互惠
广义互惠
mentoring relationship
job satisfaction
balance reciprocity
general reciprocity
