多因素联动效应对知识型员工主动变革行为的驱动机制研究——基于AMO理论的定性比较分析

被引：9

作者：

马苓 ^{[1
]}

刘硕 ^{[1
]}

赵曙明 ^{[2
]}

王思琪 ^{[1
]}

机构：

[1] 河北工业大学经济管理学院

[2] 南京大学商学院

来源：

管理评论 | 2023年 / 35卷 / 06期

基金：

国家自然科学基金重点项目;

关键词：

知识型员工; 主动变革行为; AMO理论; 模糊集定性比较分析;

D O I：

10.14120/j.cnki.cn11-5057/f.2023.06.022

中图分类号：

F272.92 [人事管理];

学科分类号：

摘要：

随着环境不确定性的日益加剧,如何激发知识型员工的主动变革行为成为国内外研究者关注的焦点。本文采用fs QCA方法,基于AMO理论,通过对210位知识型员工的两阶段调查,探讨角色宽度自我效能感、亲社会动机、授权型领导、任务重要性、组织支持感等多因素联动效应对知识型员工主动变革行为的驱动机制。研究发现:知识型员工高主动变革行为的驱动机制有6条路径,归纳整合为领导授权型能力驱动、任务引导型能力驱动和领导授权型动机激发三种组态;知识型员工非高主动变革行为的驱动机制有4条路径,分为自我效能不足型和组织支持欠缺型两种组态,且与高主动变革行为的驱动机制存在非对称因果关系。本文揭示了激发知识型员工主动变革行为的有效途径,有助于企业在挑战与竞争中实现可持续发展。

引用

页码：205 / 216

页数：12

共 45 条

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