敌意归因风格在组织管理中的影响研究

A Study on the Influence of Hostile Attributional Style on Organizational Management

文章以敌意归因风格的视角,探讨"为什么一些员工对组织的情感承诺水平总保持在较低的水平"这一现实问题。通过对四家企业的468名员工的问卷调查,构建并验证了敌意归因风格对组织情感承诺的影响模型。结果表明:敌意归因风格对员工的组织情感承诺有消极的影响;领导—下属交换关系在这个过程中起着中介的作用;心理授权和组织支持感在领导—下属交换关系对情感承诺的影响过程中分别起着部分的中介作用。文章最后探讨了研究结果对管理实践的启示以及对未来研究的展望。

From the perspective of the hostile attributional style, this study explores to answer the practical question： ＂Why are some employees more likely to keep a relatively low level of affective commitment to the organizations？＂. We investigate 468 employees from 4 enterprises in China, build and validate the influence model of hostile attributional style on organizational affective commitment. The findings show that： The hostile attributional style has a negative influence on employees＇ affeetive commitment; The leader-member exchange relationship plays a mediating role in the process; The psychological empowerment and perceived organizational support have a partial mediating effect on the leader-member exchange relationship＇ s influence on affective commitment respectively. Finally, the paper discusses the implications of the findings for management practice and prospects for future research.