新时代员工参与和规则导向对组织偏差行为的协同效应机制——基于合作型劳动关系视角
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摘要
中国特色社会主义进入新时代,劳动者对参与权、尊严权和人文关怀具有更高的渴望,对互利共赢具有了更强烈的需求。新时代给实业者和学者带来了新的挑战——如何在激励和约束中寻求平衡点,促使员工在组织中增加积极行为,减少消极行为。从合作型劳动关系视角,以计划行为理论为基础,通过对577名一线员工的问卷调查,利用多项式回归、响应面以及Bootstrap等方法探讨员工参与和规则导向对组织偏差行为的协同效应机制。研究结果表明,员工参与和规则导向处于较高水平以及程度契合时,员工具有更高的组织自尊和更少的组织偏差行为;与员工参与相比,规则导向水平更高时对组织偏差行为的抑制效果更好;组织自尊在协同作用过程中起到中介作用。
Socialism with Chinese characteristics has entered a new era which gives workers in labor relations the desire for participation,dignity,humanity concerns and a high need for mutual benefit.Therefore,the new era has brought new challenges to industrialists and scholars:How to find a balance between incentives and constraints? How to promote employees in organizations to increase positive behavior and reduce negative behavior? Based on the theory of planned behavior,this paper explores the mechanism of synergistic effect of employee participation and rule-orientation on organizational deviance from the cooperative labor relations perspective through a questionnaire survey of 577 frontline employees by using polynomial regression,response surface and bootstrap methods.The results show that employees have highest organizational self-esteem and less organizational deviance when their participation and rule-orientation are at a relatively high level and the two fit to a certain degree;Compared with employee participation,when rule-orientation is at its highest level,the better inhibiting effect on organizational deviance will be achieved;Organizational self-esteem has a mediating effect in the synergy process.
Socialism with Chinese characteristics has entered a new era which gives workers in labor relations the desire for participation,dignity,humanity concerns and a high need for mutual benefit.Therefore,the new era has brought new challenges to industrialists and scholars:How to find a balance between incentives and constraints? How to promote employees in organizations to increase positive behavior and reduce negative behavior? Based on the theory of planned behavior,this paper explores the mechanism of synergistic effect of employee participation and rule-orientation on organizational deviance from the cooperative labor relations perspective through a questionnaire survey of 577 frontline employees by using polynomial regression,response surface and bootstrap methods.The results show that employees have highest organizational self-esteem and less organizational deviance when their participation and rule-orientation are at a relatively high level and the two fit to a certain degree;Compared with employee participation,when rule-orientation is at its highest level,the better inhibiting effect on organizational deviance will be achieved;Organizational self-esteem has a mediating effect in the synergy process.
引文
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[26]Bennett R J,Robinson S L.Development of a measure of workplace deviance.Journal of Applied Psychology,2000,85(3):349-357.
[27]Pierce J L,Gardner D G,Cummings L L,et al.Organization-based self-esteem:Construct definition,measurement and validation.Academy of Management Journal,1989,32(3):622-648.
[28]吴齐殷:《社会赞许度与民意测验中的民意》,《科学月刊》,1996年7期。
[29]熊红星、张璟、叶宝娟等:《共同方法变异的影响及其统计控制途径的模型分析》,《心理科学进展》,2012年5期。
[30]叶明华、杨国枢:《中国人的家族主义:概念分析与实证研究》,《中央研究院民族学研究所集刊》,1998年83辑。
[31]Zhang Z,Wang M O,Shi J.Leader-follower congruence in proactive personality and work outcomes:The mediating role of leader-member exchange.Academy of Management Journal,2012,55(1):111-130.
[32]Hayes A.Introduction to mediation,moderation,and conditional process analysis.Journal of Educational Measurement,2013,51(3):335-337.
[33]Peterson D K.Deviant workplace behavior and the organization’s ethical climate.Journal of Business and Psychology,2002,17(1):47-61.
[2]Harper D.Spotlight abuse-save profits.Industrial distribution,1990,79(3):47-51.
[3]王弘钰、王辉:《社会认同视域下农民工劳动偏差行为形成机制》,《吉林大学社会科学学报》,2015年2期。
[4]Marcus B,Schuler H.Antecedents of counterproductive behavior at work:A general perspective.Journal of Applied Psychology,2004,89(4):647-658.
[5]王弘钰、王辉:《农民工与城镇职工偏差行为的代际比较研究---基于雇佣不平等的分析视角》,《农业技术经济》,2016年6期。
[6]Fox S,Spector P E,Miles D.Counterproductive work behavior(CWB)in response to job stressors and organizational justice:Some mediator and moderator tests for autonomy and emotions.Journal of Vocational Behavior,2001,59(3):291-309.
[7]王弘钰、柳博洋、王辉:《农民工雇用歧视对反生产行为影响的机制探析》,《社会科学战线》,2016年8期。
[8]刘文彬、井润田、李贵卿:《员工人格特质对反生产行为的影响机制研究:团队伦理气氛的跨层次调节》,《预测》,2014年4期。
[9]Wimbush J C,Shepard J M.Toward an understanding of ethical climate:Its relationship to ethical behavior and supervisory influence.Journal of Business Ethics,1994,13(8):637-647.
[10]Ferris D L,Brown D J,Heller D.Organizational supports and organizational deviance:The mediating role of organization based self-esteem.Organizational Behavior and Human Decision Processes,2009,108(2):279-286.
[11]张永军:《伦理型领导对员工反生产行为的影响:基于组织的自尊的中介检验》,《中国管理科学》,2015年1期。
[12]王辉:《正式与非正式组织氛围对反生产行为的协同效应》,博士学位论文,吉林大学,2017年。
[13]崔勋、吴海艳:《劳动关系氛围研究》,《中国人力资源开发》,2011年3期。
[14]Dastmalchian A,Blyton P,Adamson R.Industrial relations climate:Testing a construct.Journal of Occupational Psychology,1989,62(1):21-32.
[15]Pierce J L,Gardner D G,Cummings L L,et al.Organization-based self-esteem:Construct definition,measurement and validation.Academy of Management Journal,1989,32(3):622-648.
[16]江永众、章群:《国外劳资关系实践、理论与启示》,《管理现代化》,2010年4期。
[17]郭靖、周晓华、林国雯等:《工作要求-控制模型在中国产业工人的应用:响应面分析与曲线关系》,《管理世界》,2014年11期。
[18]郑晓涛、俞明传、孙锐:《LMX和合作劳动关系氛围与员工沉默倾向的倒U型关系验证》,《软科学》,2017年9期。
[19]Pyman A,Holland P,Teicher J,et al.Industrial relations climate,employee voice and managerial attitudes to unions:An Australian study.British Journal of Industrial Relations,2010,48(2):460-480.
[20]Gail W S.Handbook of Psychiatric Nursing.Louis:Mosby,2005.
[21]Kang B,Twigg N W,Hertzman J.An examination of social support and social identity factors and their relationship to certified chefs’burnout.International Journal of Hospitality Management,2010,29(1):168-176.
[22]Pierce J L,Gardner D G.Management organizational behavior:An integrated perspective.Cincinnati:South-Western,2001.
[23]Heck A K,Bedeian A G,Day D V.Mountains out of molehills?Tests of the mediating effects of self-esteem in predicting workplace complaining.Journal of Applied Social Psychology,2010,35(11):2262-2289.
[24]Jian Z Q,Hokwong K,Qian Q,et al.Abusive supervision and frontline employees’service performance.Service Industries Journal,2012,32(5):683-698.
[25]Gundlach M J,Douglas S C,Martinko M J.The decision to blow the whistle:A social information processing framework.Academy of Management Review,2003,28(1):107-123.
[26]Bennett R J,Robinson S L.Development of a measure of workplace deviance.Journal of Applied Psychology,2000,85(3):349-357.
[27]Pierce J L,Gardner D G,Cummings L L,et al.Organization-based self-esteem:Construct definition,measurement and validation.Academy of Management Journal,1989,32(3):622-648.
[28]吴齐殷:《社会赞许度与民意测验中的民意》,《科学月刊》,1996年7期。
[29]熊红星、张璟、叶宝娟等:《共同方法变异的影响及其统计控制途径的模型分析》,《心理科学进展》,2012年5期。
[30]叶明华、杨国枢:《中国人的家族主义:概念分析与实证研究》,《中央研究院民族学研究所集刊》,1998年83辑。
[31]Zhang Z,Wang M O,Shi J.Leader-follower congruence in proactive personality and work outcomes:The mediating role of leader-member exchange.Academy of Management Journal,2012,55(1):111-130.
[32]Hayes A.Introduction to mediation,moderation,and conditional process analysis.Journal of Educational Measurement,2013,51(3):335-337.
[33]Peterson D K.Deviant workplace behavior and the organization’s ethical climate.Journal of Business and Psychology,2002,17(1):47-61.