摘要
基于社会交换理论的多对象视角,探索主管支持影响员工指向组织的建言行为的内在机理和重要的边界条件。通过多地区和多行业的330套员工与主管的配对样本,实证研究结果表明：感知的主管支持对组织承诺具有跨对象的积极影响,组织承诺中介感知主管支持对指向组织的促进型建言和抑制型建言的影响;感知组织对员工发展的投入正向调节感知的主管支持对组织承诺的影响;工作卷入正向调节组织承诺对指向组织的抑制型建言影响。
This research takes a multifoci approach to the study perceived supervisor support and voice behavior toward the organization based on social exchange theory. Regression analyses reveal that perceived supervisor support is positively related to affective commitment toward the organization, affective commitment toward the organization completely mediated perceived supervisor support and promotive voice and prohibitive voice; the positive relationship between perceived supervisor support and affective commitment toward the organization is strengthened when PIED is high; the relationship between affective commitment toward the organization and prohibitive voice toward the organization is strengthened when job involvement is high.
出处
《经济问题》
CSSCI
北大核心
2015年第3期8-12,共5页
On Economic Problems
基金
2013年教育部博士点基金项目“基于自主需求的个性化交易与组织一致性HRM匹配机理的理论研究与实证分析”（20130201110020）
国家自然科学基金项目“基于文化现象的企业核心价值观-HRM-员工反应之间的匹配及对企业产出贡献的理论研究与实证分析”（70672052）
关键词
感知的主管支持
组织承诺
建言行为
感知的组织对员工发展的投入
工作卷入
perceived supervisor support
affective commitment to organization
voice behavior
perceived investment in employee development
job involvement
