组织政治知觉如何影响员工的变革开放性?——基于工作不安全感和组织情感承诺的双中介模型

How Does Organizational Politics Affect Openness to Change? Job Insecurity and Organizational Affective Commitment as Dual Mediators

员工出于对未来的不确定性的恐惧,会倾向于抵制组织变革。当员工感知到组织政治性高时,员工是会抵制变革抑或是为了改变现状而支持变革?通过对1573个员工样本的分析,研究发现员工感知到的组织政治知觉会降低员工的变革开放性。通过运用程序Process,本文检验了上述负向关系的四条作用路径:直接作用、通过工作不安全感的中介作用、通过组织情感承诺的中介作用,以及先后被工作不安全感和组织情感承诺中介的作用。此外,与我们假设相悖,研究结果显示高任务自我效能感会加强组织政治知觉对员工变革开放性的负向影响。

Employees tend to resist organizational change because of the fear of risk. Will employees resist organizational change or support change to get better when they perceive high level of organizational politics？ Using data of 1573 employees, our study finds that perceptions of organizational politics is significantly and negatively related to openness to change, Process （ a plug-in of SPSS） is adopted to reveal four pathways to above negative relationship - direct effect, mediated effect through job insecurity, mediated effect through organizational affeetive commitment, and mediated effect through job insecurity and organizational affective commitment successively. In addition, inconsistent with our hypothesis, task self-efficacy strengthens the negative relationship between perceptions of organizational politics and openness to change.