员工-组织价值观匹配影响建言行为的机制

被引：35

作者：

马贵梅 ^{[1
,2
]}

樊耘 ^{[1
]}

于维娜 ^{[1
,2
]}

颜静 ^{[1
,2
]}

机构：

[1] 西安交通大学管理学院

[2] 过程控制与效率工程教育部重点实验室

来源：

管理评论 | 2015年 / 27卷 / 04期

关键词：

员工-组织价值观匹配; 组织自尊; 情感承诺; 感知的组织支持; 建言行为;

D O I：

10.14120/j.cnki.cn11-5057/f.2015.04.010

中图分类号：

F272.92 [人事管理];

学科分类号：

摘要：

员工的建言行为对处于动态的、复杂的和多变的环境中的组织尤为重要。基于计划行为理论有机整合个体对自身与组织的价值观匹配的认知、组织自尊、情感承诺和感知的组织支持,试图揭示多个因素对建言行为的复杂作用机理。对多行业的330套配对样本的实证分析证实:员工-组织价值观匹配对员工的建言行为具有积极影响;情感承诺中介员工-组织价值观匹配对建言行为的影响;当感知的组织支持较高时,不仅增强了员工-组织价值观匹配和情感承诺各自对建言行为的积极作用,而且增强了因员工-组织价值观匹配产生的情感承诺对建言行为的积极影响;员工-组织价值观匹配不仅积极影响员工的组织自尊而且进一步影响情感承诺,从而促进员工的建言行为。文章提供了在管理实践的应用启示和建议。

引用

页码：85 / 98

页数：14

共 31 条

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