高承诺工作系统与员工正向偏离行为——一个被调节中介作用模型

The Impact of High Commitment Work System on Employees' Constructive Deviance: A moderated Mediation Model

尽管现有研究开始揭示员工正向偏离行为的前因变量,但从战略人力资源管理角度探讨正向偏离行为的文献还比较稀缺。文章基于自我决定理论探讨了高承诺工作系统作用员工正向偏离行为的心路历程,并基于归因理论揭示这一机制的边界条件。通过对175份问卷样本进行数据分析发现,高承诺工作系统对员工正向偏离行为有显著正向预测作用;内在动机这一心理变量在该影响过程中发挥了部分中介作用;主管的高绩效要求不仅降低了高承诺工作系统对内在动机的正向影响作用,而且还减弱了内在动机在高承诺工作系统与员工正向偏离行为之间的中介作用。

Although the current research has begun to reveal the antecedents of employees positive deviations, the literature on positive deviation from the perspeetive of strategie human resouree management is still relatively searee. Based on the theory of self-determination, this paper probes into the psyehologieal proeess of the positive deviation of the high commitment work system and reveals the boundary eonditions of the meehanism based on the attribution theory. Through the analysis of the data of 175 questionnaires, it is found that the high commitment work system has a significant positive predietive effeet on the employee＇s positive deviations, and the inner motivation, a psyehologieal variable, plays a part of intermediary role in the proeess of the impaet, and the high-pei-formanee requirements of the supervisor not only reduee the positive effeet of the high commitment work system on the intrinsic motivation. It also mediates the mediating effect of intrinsic motivation between the high eommitment system and the positive deviant behavior.