摘要
在自我决定理论的基础上探讨高绩效工作系统对不同动机员工沉默行为的影响机制及差异性。研究结果表明:(1)高绩效工作系统对员工默许沉默、防御沉默和漠视沉默行为具有显著的抑制作用;(2)高绩效工作系统能通过自主需求满意度、能力需求满意度和关系需求满意度的提升降低员工的默许沉默行为;(3)高绩效工作系统能通过关系需求满意度的提升降低员工的防御沉默行为;(4)高绩效工作系统通过自主需求满意度、能力需求满意度和关系需求满意度的提升降低员工的漠视沉默行为。
Through the theoretical lens of the self-determination theory,this study explores the differential mechanisms through which high-performance work systems(HPWSs)influence different types of employee silence behavior.The results show that:(1)HPWSs have a significant negative influence on acquiescent,defensive and disregardful silence;(2)HPWSs have a negative influence on acquiescent silence through the mediating effects of autonomy,competence and relatedness need satisfaction;(3)HPWSs have a negative influence on defensive silence through the mediating effect of relatedness need satisfaction;(4)HPWSs have a negative influence on disregardful silence through the mediating effects of autonomy,competence,and relatedness need satisfaction.
作者
颜爱民
李莹
YAN Aimin;LI Ying(Central South University, Changsha 410083)
出处
《首都经济贸易大学学报》
CSSCI
北大核心
2020年第1期92-102,共11页
Journal of Capital University of Economics and Business
基金
国家自然科学基金面上项目“高绩效工作系统在不同组织中的形成与演化——多案例研究”(71372062)
关键词
高绩效工作系统
沉默行为
自主需求满意度
能力需求满意度
关系需求满意度
high-performance work systems
employee silence
autonomy need satisfaction
competence need satisfaction
relatedness need satisfaction
