高承诺工作系统对员工组织公民行为的影响——基于自我决定理论的视角

High-Commitment Work Systems and Employee Organizational Citizenship Behaviors:A Perspective of Self-Determination Theory

从自我决定理论的视角,通过对浙江省制造业和服务业企业员工进行问卷调查,运用层级回归、被调节的中介效应等方法进行统计分析,探究员工基本心理需要满足在高承诺工作系统与员工组织公民行为之间所起的中介作用,考察领导—成员交换的调节效应。研究结果表明:高承诺工作系统对员工组织公民行为有正向影响;员工基本心理需要满足在高承诺工作系统与员工组织公民行为之间起中介作用;领导—成员交换对高承诺工作系统与员工基本心理需要满足之间的关系具有调节作用;领导—成员交换调节了员工基本心理需要满足在高承诺工作系统与组织公民行为之间所起的中介效应。

This study, based on the data from a questionnaire survey of the manufacturing and service enterprises in Zhejiang province, examined the mediating role of basic psychological need satisfaction in HCWS-employee organizational citizenship behaviors （ OCB ） linkage from the perspective of self- determination theory. It tested the moderating role of leader-member exchange played in the linkage between high-commitment work systems （ HCWS ） and employee basic psychological need satisfaction. The results revealed that basic psychological need satisfaction mediated the relationship between HCWS and employee OCB. Moreover, leader-member exchange attenuated HCWS＇s direct effect on basic psychological need satisfaction and indirect effect on employee OCB.