HR-Seminar(11)

[2012-03-07]

HR-Seminar 11
关系评价,基于组织的自尊和工作绩效:集体主义价值观的调节作用
Relational Evaluation, Organization-based Self-esteem, and Task Performance: The Moderating Role of Allocentrism
嘉宾 :隋 杨 北京大学光华管理学院博士生
主持人 :李宝元 经济管理学院人力资源管理系主任
摘要: 本研究考察以领导-成员交换(LMX)和感知到的内部人身份(PIS)为代表的工作场所关系与员工绩效之间的关系,以不同于以往的理论视角来解读员工对工作场所关系的反应。基于183对上级-下属二元关系的样本,我们发现员工基于组织的自尊(OBSE)中介了关系评价(LMXPIS)与任务绩效之间的关系,并且员工个人的集体主义倾向调节了关系评价与基于组织的自尊之间的关系,从而进一步调节了关系评价通过基于组织的自尊作用于工作绩效的间接关系,表现为被调节的中介作用模式。具体而言,在具有较高而非较低集体主义倾向的员工中,关系评价通过基于组织的自尊作用于工作绩效的关系更强;反之更弱。最后,我们讨论了这一新的理论视角对组织管理理论及实践的意义,以及该视角所启发的新的研究方向。
Abstract : The effects of two forms of employment relationships (leader-member exchange [LMX] and perceived insider status [PIS]) on task performance of employees were investigated with a sample of 183 distinct supervisor-subordinate dyads. Our results show that employees organization-based self-esteem (OBSE) mediated the relationship between their relational evaluations (i.e., LMX and PIS) and task performance. In addition, employees allocentric tendency moderated the relationship between relational evaluations and OBSE and consequently, the indirect relationship between relational evaluations and task performance via OBSE. Specifically, OBSE mediated the indirect relationship between LMX (and PIS) and task performance among employees with high rather than low levels of allocentrism. Limitations and future research directions are discussed.
Keywords : allocentrism; leader-member exchange (LMX); perceived insider status (PIS); organization-based self-esteem (OBSE); moderated mediation
时间 201236日(星期二)下午3:00 -5:00
地点 :后主楼1610会议室


 

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