组织支持感知对变革支持行为的影响机理研究

Perceived Organizational Support and Employees' Change-Supportive Behavior:From the Perspective of Psychological Capital and Job Autonomy

组织因素和个体因素是变革支持行为的重要驱动因素,但两者之间的相互关系及其对变革支持行为的影响机制仍有待进一步明确。文章使用多阶段多来源配对数据收集方式采集360位员工及其主管人员的问卷数据,检验了组织支持感知影响变革支持行为的主效应,心理资本在该过程中的中介效应,以及工作自主性对该影响过程的调节效应。研究发现,组织支持感知显著影响心理资本和变革支持行为;心理资本显著中介组织支持感知和变革支持行为;工作自主性对心理资本与变革支持行为的关系起正向调节作用;进一步分析发现,工作自主性显著正向调节心理资本的中介效应,即工作自主性水平越高,组织支持感知通过心理资本传导到变革支持行为的影响效应就越强。

We use the questionnaire to collect data from companies in Southern China.Our sample is composed of 360 employees and their direct leaderships.We use a hierarchical regression analysis to test hypotheses.The intermediary test results show that psychological capital plays a complete intermediary role in the relationship between perceived organizational support and change-supportive behavior.The relationship between psychological capital and change-supportive behavior is moderated by job autonomy,and the indirect relationship between perceived organizational support and change-supportive behavior is moderated by job autonomy also.Specifically,the relationship between psychological capital and change-supportive behavior is stronger when job autonomy is high rather than low.The theoretical and practical implications of this study are discussed in the end.