工作边界强度与员工组织认同之间的关系——工作边界偏好的匹配性调节

The Relationship between Work Boundary Strength and Employees` Organizational Identification: The Moderating Role of Work Boundary Preference

弱工作边界因有助于员工工作与非工作的平衡,而受到越来越多员工的青睐,并成为很多组织用来提升员工组织认同的管理策略。然而,在工作边界由强变弱的过程中,员工的组织认同会随之增加吗?现有研究并没有给出肯定而一致的结论。本文根据社会交换理论和个体—环境匹配理论认为,过弱或过强的工作边界都会导致员工对组织认同的下降,工作边界的强弱与员工的组织认同之间呈倒U形关系,并受到工作边界强度与员工对其偏好之间匹配程度的调节。本文通过问卷调查和利用多项式回归、三维响应曲面分析,验证了这些假设。

Weak work boundary is favored by more and more employees for its help to balance employees＇ work and family, and used as family friendly work policy by organization. However, as the work boundary become weak, would the employees＇ organizational identification increase？ There is no a clear answer to this question in the existing research. Some scholars believe the weaker work boundary can promote employees＇ organizational identification, because it allows employees to meet the needs of family at work time. But the others hold the opposite view, believe that the weaker work boundary will lead to frequent exchange between work role and family role, which will cause work and family conflict and then decrease employees＇ organizational identification. Drawing on the social exchange theory and the person-environment fit theory, this study explored the relationship between work bound- ary strength （WBS） and employees＇ organizational identification （OI）, and further explored how the fit of the WBS and employees＇ work boundary preference （WBP） affects employees＇ OI. Data collected from 255 employees were used to test our theoretical model. Survey carried out at two time points separated by 1 month. At Time 1, participants completed measures of WBS and employ- ees＇ WBP. One month later, at Time 2, participants responded to measure of employees＇ OI. Results from polynomial regression and response surface method- ology show that too weak or too strong work boundary would result in the decline of employees＇ OI, the relationship between WBS and employees＇ OI should be an inverted U-shaped curve. The results also reveal the fit of the WBS and employees＇ WBP would play a moderate role in this relationship, which means that employees＇ OI increased as employees＇ WBS approached WBP, and decreased as WBS exceeded WBP, and employees＇ OI will be higher when WBS and employees＇ WBP are fit and both at middle level. The results inform the practical circles that organizations not only need to adopt moderate WBS policies, but also need to cultivate moderate employees＇ WBP.