摘要
基于社会交换理论,利用问卷调查的方式考察了工作边界强度对员工组织认同的影响,以及工作边界弹性能力的调节效应以及组织自尊的中介效应。结果表明:工作边界强度与员工组织认同之间有倒U形关系;组织自尊部分中介了工作边界强度对组织认同的影响;工作边界弹性能力在工作边界强度与员工组织认同的关系中具有调节效应,工作边界弹性能力越高,中等程度工作边界的正面效应和高强度工作边界的负面效应越大;工作边界强度与工作边界弹性能力的交互效应通过组织自尊的完全中介效应影响员工的组织认同。
Based on the social exchange theory, this study uses a questionnaire survey to examine the relationship among work boundary strength（WBS）, work flexibility ability, organization based self-esteem, employees＇ organizational identification. The results show that WBS has a reversed U shape indirect effects on employees＇ organizational identification via organization based self- esteem. Further, work flexibility ability augmented intermediate WBS＇s direct positive effect on organization based self-esteem and indirect positive effect on employees＇ organizational identification, and high WBS＇s direct negative effect on organization based self-esteem and indirect negative effect on employees＇ organizational identification.
出处
《科学学与科学技术管理》
CSSCI
北大核心
2016年第5期119-128,共10页
Science of Science and Management of S.& T.
基金
国家自然科学基金项目(71272103
71572074)
江苏省高校研究生创新计划项目(KYZZ_0044
KYZZ15_0004)
关键词
组织认同
工作边界强度
边界弹性能力
组织自尊
employees＇ organizational identification
work boundary strength
work flexibility ability
organization based self-esteem
