摘要
变革中的企业如何使其员工更加欢迎变革?这是一个重要的实践和理论问题。通过以167家企业的人力资源主管和员工为研究对象建立跨层模型,发现关怀员工实践对员工变革开放性有显著的正向影响,工作自主性在这一关系中具有完全中介作用。工作自主性作为中介机制的意义在于,实践中存在员工不以未来工作收益而以当前工作体验为选择依据的变革参与情况。员工感知到工作相关能力的自主发挥,会促使其对于变革产生积极反应。这种积极反应不是基于对与组织的互惠而产生的对组织的信任,而是基于自身能力知识的提升和使用而更有意愿接受新的变化。
It is an important theoretical and practical issue to answer how to cultivate employees ＇openness to change by enterprises top managers. Based on the data from human resource （HR） managers and employees of 167 enterprises, a cross-level mode is established in this paper. The empirical results show that caring for employees has a positive impact on their openness to change while job autonomy fully mediates this relationship. It is contended that caring for employees will allow employees to find and fulfill their own values by giving them job autonomy, and thereby employees should become more welcome to new changes.
作者
卢俊
王润娜
赵文文
LU Jun1, WANG Runna2 , ZHAO Wenwen3(1. School of Business Administration, Northeastern University, Shenyang 110169, China;2. School of Business, Renmin University of China, Beijing 100872, China; 3. School of Business, Xi~an Jiaotong University, Xi＇an 710049, Chin)
出处
《系统管理学报》
CSSCI
CSCD
北大核心
2018年第2期329-338,共10页
Journal of Systems & Management
基金
国家社会科学基金重点项目(13&ZD022)
