摘要
基于社会信息处理理论和41个团队302名员工的多层次线性模型,探索合理化和处罚两种变革管理策略对员工主动变革行为的影响,考察变革频率和员工性别在此过程中的调节作用。研究结果表明,合理化策略和处罚策略对员工主动变革行为分别有显著积极和消极作用;相对于女性员工,合理化策略对男性员工的积极作用更显著;高组织变革频率加剧了处罚策略的消极作用,且对男性员工来说这种加剧的消极作用更显著。
Drawing upon social information processing theory,the present study aimed to examine the influence of rationality and sanction on employee proactive change behaviors,and the contingent effects of change frequency as well as gender was also factored in it.Results of HLM indicated that rationality had a positive effect on employee proactive change behavior while sanction was negatively related to it.Female employees were less sensitive to management tactics than male employees.Compared to female employees,the positive relation between rationality and male employees’proactive change behavior were stronger.When change frequency was high,the negative effect of sanction was stronger,and the negative effect of sanction was much stronger for male employees compared to female employees.
作者
骆元静
李燕萍
杜旌
LUO Yuanjing;LI Yanping;DU Jing(Wuhan University,Wuhan,China)
出处
《管理学报》
CSSCI
北大核心
2019年第2期202-209,共8页
Chinese Journal of Management
基金
国家社会科学基金资助重大项目(15ZDC014)
国家自然科学基金资助项目(71572135)
关键词
合理化
处罚
变革频率
性别
主动变革行为
rationality
sanction
change frequency
gender
proactive change behavior
