共查询到18条相似文献,搜索用时 546 毫秒
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为考察工作场所排斥(包括上司排斥与同事排斥)与员工角色内行为和角色外行为(组织公民行为)之间的关系,以及归属感在上述关系中的中介作用,本研究采用问卷调查法,分两次对全职工作一年以上的员工进行施测,前后共获得247份有效匹配数据,经统计分析后发现:(1)上司排斥与同事排斥均显著地负向预测员工角色内外行为,即工作场所排斥水平越高,角色内行为和角色外行为的表现越差。(2)归属感在上司排斥、同事排斥与员工角色内行为之间发挥了完全中介作用,即工作场所排斥会破坏员工的归属感,最终降低角色内行为。(3)归属感在上司排斥和角色外行为的关系中发挥了完全中介作用,但在同事排斥与角色外行为的关系中仅存在部分中介作用,说明工作场所排斥在一定程度上会破坏员工的归属感,最终影响其角色外行为表现。 相似文献
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心理契约对组织公民行为的影响 总被引:1,自引:0,他引:1
该文从组织公民行为的界定基础、产生背景和行为动机三个方面剖析了心理契约与组织公民行为的内在联系,从逻辑上支持了两者的因果关系。在此基础上文章分直接、间接影响两部分回顾了国内外关于心理契约影响组织公民行为的实证研究,并从总体研究状况、理论视角、实证方法三个方面对研究中存在的问题进行评述,以及提出未来研究方向 相似文献
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介绍了心理所有权的理论基础,整合了组织心理所有权的基本内涵及其构念,阐述了组织心理所有权与工作态度及工作行为之间的关系:①对组织的心理所有权与员工态度以及工作行为之间具有积极的关系;②心理所有权有助于解释员工的工作责任及其行为;③心理所有权对员工绩效的预测价值还有待进一步验证。并指出当前研究中存在的问题以及未来发展趋势 相似文献
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本研究旨在考察团队领导组织公民行为对团队员工角色内绩效的影响及其以团队员工的共享团队认同和领导认同为中介的作用机制。采用团队领导—团队员工匹配问卷的调查方法,使用29个团队的样本数据对相应的多层次模型进行检验。结果显示:团队领导组织公民行为对团队员工角色内绩效有显著的正向影响;团队员工的共享团队认同和领导认同分别和同时在团队领导组织公民行为与团队员工角色内绩效之间起到完全的跨层次中介作用。 相似文献
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作为一种组织促进性行为, 员工建言在知识经济时代对组织的作用日益显著。学界从多角度探讨了建言的发生机制, 然而从认知的视角的研究则较为缺乏。本研究从社会认知理论视角, 构建了建言效能感结构(研究一), 并探索了建言效能感在建言行为发生中的作用(研究二)。研究一从长三角地区企业的26名基层员工中提取建言效能感关键事件, 编制初始问卷, 通过对188个样本的探索性因子分析及对另188个样本的验证性因子分析, 探索并验证了建言效能感的结构及其量表; 研究二通过对401份“员工-上级”配对样本的问卷研究显示, 一般自我效能感对建言行为有着正向影响, 且建言效能感在其中起着中介作用, 工作可得性缓冲调节建言效能感与建言行为之间的关系。 相似文献
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资质过剩感对个体绩效的作用效果及机制:基于情绪-认知加工系统与文化情境的元分析 总被引:1,自引:0,他引:1
近年来, 资质过剩作为一种特殊的个人-环境不匹配现象, 引发了较多学者的关注, 但相关研究结论尚有争议。对包含383项独立研究、945个效应值及575061个研究样本的321篇文献开展元分析:(1)直接效应检验表明, 资质过剩感与消极情绪(愤怒、无聊)显著正相关, 与积极自我概念(自尊、自我效能感)的相关性不显著; 在个体绩效方面, 资质过剩感与消极角色外行为(反生产行为、离职)显著正相关, 与积极角色外行为(创新、组织公民行为等)和任务绩效的相关性不显著。(2) 结构方程模型元分析表明, 资质过剩感能够通过增强消极情绪, 进而增加消极角色外行为、减少积极角色外行为和任务绩效; 能够通过增强积极自我概念, 进而增加积极角色外行为和任务绩效、减少消极角色外行为; (3)集体主义文化倾向在资质过剩感通过情绪-认知加工系统影响个体绩效的过程中发挥调节作用, 在高集体主义文化情境中, 资质过剩感对消极情绪的负向影响较弱, 且能对积极自我概念产生正向影响; 在低集体主义文化情境中, 资质过剩感对消极情绪的负向影响较强, 且能对积极自我概念产生负向影响。(4)资质过剩感与个人-工作匹配相关性较强, 与个人-组织匹配相关性较弱; 与二者相比, 资质过剩感对压力感、离职的预测效果最强。研究结果有助于理解资质过剩感对个体绩效的复杂作用机制和边界条件, 并为组织如何管理资质过剩员工提供参考。 相似文献
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Barbara Sypniewska 《Advances in cognitive psychology / University of Finance and Management in Warsaw》2020,16(4):321
Counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) are two seemingly opposite types of active and volitional behaviors. However, previous research on the mutual relationships between these two types of behavior has yielded inconclusive results. Such relationships are of particular interest in countries such as Poland, which is still in the process of economic and social transformation from a communist to a capitalist system. Therefore, the current study sought to re-examine the relationships between OCB and CWB in a large sample of Polish employees. One thousand and fifty-one employees were recruited from small, medium, and large Polish enterprises to take part in the study, and they completed questionnaire measures of CWB and OCB. The results showed that the overall frequencies of CWB and OCB were statistically significantly correlated. However, while some dimensions of OCB were found to be significantly negatively correlated with certain categories of CWB, one dimension of OCB was significantly positively correlated with CWB. Cluster analysis allowed for distinguishing of four subgroups of participants with different profiles of CWB and OCB, including a subgroup that exhibited equal levels of OCB and CWB and a subgroup that exhibited high levels of CWB cooccurring with increased frequencies of some dimensions of OCB. These results demonstrate that, overall, CWB and OCB are relatively independent and unrelated constructs; however, their particular dimensions may show a more complex pattern of relationships. 相似文献
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Eran Vigoda-Gadot 《Journal of business and psychology》2007,21(3):377-405
Contemporary literature on Organizational Citizenship Behavior (OCB) has primarily focused on the positive connotations of
the “good soldier syndrome.” Most of the studies published in recent decades about OCB have pointed to the benefits and advantages
of voluntary helping behaviors, pro-social behavior, and extra-role behavior. In contrast with this view we suggest a different
look at OCB by focusing on the exploitative and abusive tendency of supervisors and managements to impose so-called “voluntary”
or “extra-role” activities via compulsory mechanisms in the workplace. Mostly, we are interested in empirically testing the
relationship between such behaviors and employees’ performance. We follow the approach suggested by Vigoda-Gadot (Journal for the Theory of Social Behavior, 2006) to argue that such behaviors are a substantial deviation from the original meaning of OCB and thus should be recognized
and analyzed separately. Our arguments are based on an exploratory study conducted in 13 Israeli schools. Of the 206 teachers
who participated in the study, a substantial majority of 75% reported feeling strong pressure to engage in what we usually
define as OCB, but should actually be defined as Compulsory Citizenship Behavior (CCB). The findings are discussed in light
of present knowledge about OCB, and the implications question the normally positive image of this behavior. 相似文献
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企业的自主创新离不开员工的自发性和创造性, 员工建言行为研究因此愈加受到重视。本研究拟探索中国背景下企业员工建言行为的结构(研究一), 并检验中国人的典型思维特征-中庸思维与中国背景建言行为的关系(研究二)。研究一通过对长三角地区30名企业员工的访谈提取建言行为关键事件, 编制初始问卷, 再通过对159名被试的探索性因素分析, 抽取出顾全大局式和自我冒进式两个建言行为维度; 另一批159名被试的验证性因素分析结果进一步证实了该结构。研究二以278份配对员工为样本, 层次回归分析结果表明, 中庸思维与顾全大局式建言存在正相关, 与自我冒进式建言存在负相关, 且授权对中庸思维与两类建言行为之间关系存在着调节作用。 相似文献
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Samuel B. Pond III Rupert W. Nacoste Monique F. Mohr Christopher M. Rodriguez 《Journal of applied social psychology》1997,27(17):1527-1544
Organizational citizenship behavior (OCB) is assessed by measuring how frequently employees display extra-role and discretionary behaviors. One hundred forty-four managerial employees responded to an OCB scale and indicated the number of behaviors on the scale they believed to be formally evaluated. None of the behaviors were believed to be unevaluated by all employees. Data suggest that a typical OCB scale is not measuring citizenship behaviors for everybody, and that OCB measurement needs refinement. Best prediction of other organizational variables was obtained when both the OCB and an index of "unevaluated" behaviors were used as predictors. Supervisor fairness interacted with OCB when predicting organizational commitment, and this interaction was contingent on the extent OCBs were believed to be unevaluated. 相似文献