道德认同与员工积极互惠的影响研究——组织中认同的作用差异、调节效应与规模

Study on the Influence of Moral Identification and Positive Reciprocity——Role of Identifications in Organization and Their Moderating Effects and Regions

关注当前行为经济学和管理学的前沿领域:积极互惠与认同,构建了道德认同与员工积极互惠的影响关系模型,并通过层次回归进行了实证分析。研究结果发现:组织中存在清晰的认同结构;除道德认同外,组织认同、关系认同对积极互惠同样发挥正效应,但以道德认同的作用为主;组织中的认同间表现出明显的交互作用,道德认同对积极互惠的作用强度受到组织认同、关系认同的显著调节。通过Johnson-Neyman技术确认其调节效应的规模,组织认同大于1.589时、关系认同大于1.147时(6点计分),即对占98.93%的群体调节效应显著存在,且水平越高,道德认同的作用就越强。

Using hierarchical regression, this paper empirically examines the relationship between moral identification and pos- itive reciprocity. Results show a three-factor identificationstructure, and besides moral identification, organizational, relational also are positively related to positive reciprocity, however, moral comes the first. Significant interaction effects are found as well, indicating that organizational and relational identifications moderates the positive relationship between moral identification and positive reciprocity. And specifically by Johnson - Neymantechnic, with higher of organizationaland relational identifications（ higher than 1. 589 and 1. 147out of 6）, the positive relationship is getting stronger for 98.93% of the whole group.