不待扬鞭自奋蹄:资源观视角下自我管理对工作绩效的作用机理

The Effect of Employee Self-management on Job Performance from the Perspective of Resource View: A Moderated Mediation Model

着信息时代和知识经济的到来,管理者很难做到时刻监控每位下属的工作态度与行为。如何调动员工的主动性,充分发挥员工的自我管理能力,已成为组织管理新的挑战。基于资源保存理论,本文建构了一个被中介的调节模型,探讨员工自我管理对工作绩效的影响机制。采用77个工作团队中的领导及其295名下属为样本,使用跨层线性模型进行了假设检验。结果显示:资源获取在员工自我管理和工作绩效之间起到了部分中介的作用;同时,此中介过程受到了领导-部属交换的调节影响。研究结果为企业的人力资源管理实践提供了有益的启示。

With the com ing of inform ation era and know ledge-based economy, the key of organizational management is not only the allocation of resources and the monitoring of employees' attitudes and behaviors, but more importantly, the mobilization of employees' initiative and the full play of employees' self-management ability, so as to promote the common development of employees and the organization. Drawing on conservation of resource theory, the study examines the relationship between employee's self-management and job performance by focusing on the mediating role of access to resources and the moderating role of LMX. Based on a matched sample of 295 supervisor-subordinate dyads employed in an group enterprises in China, results showed that: access to resources partially mediated the relationship between employee's self-management and job performance;LMX moderated the relationship between employee's self-management and job performance, on the basis of access to resources1 mediating effect. The significance and implications of these findings for research and practice are discussed.