本文選題：高承諾組織 + 建言行為�。� 參考：《心理學報》2017年04期

【摘要】：以來自36個組織的223名員工為被試,通過上級、同事和員工自評三方配對的問卷數據,研究探討了高承諾組織與員工建言行為之間的關系。采用多層結構方程模型等方法進行數據分析,結果發(fā)現:(1)高承諾組織對員工建言行為(包括上行建言和平行建言)有顯著的促進作用;(2)員工知覺到組織內的職業(yè)機會在高承諾組織和上行建言之間起部分中介作用;工作滿意度在高承諾組織和平行建言之間起部分中介作用;(3)工作績效在知覺到職業(yè)機會和上行建言之間起正向調節(jié)作用;人際關系在工作滿意度和平行建言之間起正向調節(jié)作用;(4)不光如此,工作績效還調節(jié)著"高承諾組織-知覺職業(yè)機會-上行建言"這一中介路徑;人際關系還調節(jié)著"高承諾組織-工作滿意感-平行建言"這一中介路徑。文章最后對所得結果、理論和實踐意義及未來研究做了討論。
[Abstract]:Using 223 employees from 36 organizations as subjects, the relationship between high-commitment organization and employee's speech behavior was studied through questionnaire data of self-evaluation by superior, colleague and employee. The multilayer structure equation model is used to analyze the data. The results show that: (1) the high commitment organization has a significant promoting effect on the employee's constructive behavior (including uplink advice and parallel advice); (2) the employee realizes that the career opportunity in the organization plays a part intermediary role between the high commitment organization and the uplink advice. Job satisfaction plays a part of intermediary role between high commitment organization and parallel advice. (3) Job performance plays a positive role in adjusting between perceived career opportunities and uplink advice. Interpersonal relationships play a positive role in regulating job satisfaction and parallel advice. (4) not only this, job performance also regulates the intermediary path of "high commitment organization-perceived career opportunity-uplink advice"; Interpersonal relationships also regulate the intermediary path of high commitment organization-job satisfaction-parallel advice. Finally, the results, theoretical and practical significance and future research are discussed.
【作者單位】： 蘇州大學心理學系教育部人文社科重點研究基地-蘇州大學中國特色城鎮(zhèn)化研究中心;河海大學商學院;
【基金】：國家自然科學基金(71372180,71502048)
【分類號】：F272.92

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