摘要
从个体需要理论出发,结合社会交换理论研究知识型新员工组织认同产生的过程机制。对工作未满一年的高校毕业生中201名知识型新员工进行问卷跟踪调查,研究发现:知识型新员工的归属需要对组织认同有显著的正向影响,自主需要对组织认同有负向影响;领导-成员交换关系起部分中介作用;知识型新员工主动性人格调节了归属需要(自主需要)同领导-成员交换之间的关系。
Based on the theory of individual need and social exchange theory,this paper studies the process and mechanism of the formation of organizational identification of knowledge-based new employees.A follow-up survey was conducted on 201 new knowledge-based employees among college graduates who worked for less than one year.The results showed that:the affiliation need of knowledge-based new employees had a significant positive impact on organizational identification,while the autonomy need had a negative impact on organizational identification;leader-member exchange plays a partially mediating role;proactive personality of knowledge-based new employees moderates the relationship between affiliation need(autonomy need)and leader-member exchange.
作者
张光曦
张羽
茆孙凡
ZHANG Guangxi;ZHANG Yu;MAO Sunfan(School of Management,Zhejiang University of Technology,Hangzhou 310023,China)
出处
《科技与经济》
2021年第6期76-80,共5页
Science & Technology and Economy
基金
浙江省哲学社会科学规划课题——“塑造道德型领导的环境因素研究”(项目编号:19NDJC209YB,项目负责人:张光曦)成果之一
浙江省软科学研究计划重点项目——“激发浙江省青年科技人才科学创新活力的关键要素研究”(项目编号:2022C25023,项目负责人:张光曦)成果之一。
关键词
知识型新员工
组织认同
归属需要
自主需要
领导-成员交换
主动性人格
knowledge-based new employees
organizational identification
affiliation need
autonomy need
leader-member exchange
proactive personality
