社会使命感知对社会企业员工组织认同的作用机理——基于社会支持理论和资源保存理论视角

Mechanism of Social Mission Perception on Organizational Identity of Employees in Social Enterprises—Based on Social Support Theory and Resource Preservation Theory

基于社会支持理论和资源保存理论,实证检验218名社会企业员工感知的社会使命对其组织认同的影响。结果表明:社会使命感知对员工组织认同正向作用显著;社会支持正向调节以上二者间关系;工作意义感在社会使命感知与员工组织认同关系间起中介作用;社会支持对社会使命感知与员工组织认同的正向调节效应通过工作意义感的中介路径实现。研究成果对社会企业寻求可持续发展具有重要启示。研究不仅丰富了组织行为学在社会企业中的研究,也拓展了社会支持的边界作用,研究结论为社会企业更好地理解员工的心理行为机制,采取高效的人才管理措施,从而实现可持续发展提供了理论指导,同时为员工寻求合适的社会企业提供了依据。

Based on social support theory and resource conservation theory, this paper empirically tested the impact of 218 social enterprise employees’ perceived social mission on their organizational identity. The results show that social mission perception has a significant positive effect on employees’ organizational identity;Social support positively regulates the relationship between the two;Meaning of work mediates the relationship between social mission perception and employee organizational identity;The positive moderating effect of social support on social mission percep-tion and employee organizational identity is realized through the intermediary path of sense of work meaning. The research results have important implications for social enterprises to seek sustainable development. The research not only enriches the research of organizational behavior in social enterprises, but also expands the boundary role of social support. The research conclusions provide theoretical guidance for social enterprises to better understand the psychological behavior mechanism of employees, take effective talent management measures, and achieve sustainable development, as well as provide a basis for employees to seek suitable social enterprises.