晋升标准对员工角色外行为作用机制的研究——组织承诺的中介作用

The Mechanism of Promotion Criteria’s Effect on Employee’s Extra-role Behaviors: The Mediating Effect of Organization Commitment

在中国情境下,晋升甚至超越了薪酬与绩效考核成为使员工愿意留在组织中工作的更为重要的激励手段。本文聚焦于企业的晋升标准与员工的角色外行为间的作用机制,深入探讨了晋升标准的公平性、合法性尤其是认同感与组织情感承诺、规范承诺乃至角色外行为间的关系,通过建立结构方程模型,实证分析了陕西与广州两地五个不同组织的401个样本。研究结果表明,晋升标准的公平性、合法性以及认同感对员工情感承诺、规范承诺及角色外行为的发生有正向影响;也证实了情感承诺在员工感知到的晋升标准与角色外行为间中介作用的存在。

In China, promotion is an incentive which is more important than compensation system and performance assessment in making employees willing to stay. This paper constructs a mechanism model that manifests the relationship between promotion criteria and extra-role behaviors, and then tests affective commitment and normative commitment＇s mediating effects between promotion criteria＇s fairness, legitimacy, identity and extra-role behaviors. With the help of SEM, using 401 employees from Shaanxi and Guangzhou as samples, the results show that： firstly, promotion criteria is positively related to affective commitment, normative commitment and extra-role behaviors; secondly, the mediating effect of the affective commitment is very robust.