高绩效工作系统对员工行为的影响:一个社会交换视角及程序公平的调节作用

被引：59

作者：

苗仁涛 ^{[1
]}

周文霞 ^{[1
]}

刘军 ^{[2
]}

李天柱 ^{[3
]}

机构：

[1] 中国人民大学劳动人事学院

[2] 中国人民大学商学院

[3] 不详

来源：

南开管理评论 | 2013年 / 16卷 / 05期

基金：

中国博士后科学基金;

关键词：

高绩效工作系统; 社会交换关系; 程序公平; 员工行为; 被中介的调节作用;

D O I：

暂无

中图分类号：

F272.92 [人事管理];

学科分类号：

摘要：

本文通过对我国21家中小民营企业233位员工及其直接主管的问卷调查,考察了组织实施的高绩效工作系统(由下属感知评价的)对下属角色内行为和组织公民行为的影响,并检验了两类社会交换关系组织支持感和领导成员交换的中介作用和程序公平感的调节作用。研究结果表明,组织实施的高绩效工作系统与下属角色内行为和组织公民行为均正向相关;下属的组织支持感和领导成员交换分别对高绩效工作系统对下属角色内行为和组织公民行为的正向关系起到部分中介作用;下属的程序公平感调节了高绩效工作系统对下属组织支持感和领导成员交换的影响;进一步,程序公平调节了领导成员交换对高绩效工作系统与组织公民行为关系的完全中介作用。

引用

页码：38 / 50

页数：13

共 31 条

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