【摘要】：弱工作邊界因有助于員工工作與非工作的平衡,而受到越來越多員工的青睞,并成為很多組織用來提升員工組織認(rèn)同的管理策略。然而,在工作邊界由強(qiáng)變?nèi)醯倪^程中,員工的組織認(rèn)同會隨之增加嗎?現(xiàn)有研究并沒有給出肯定而一致的結(jié)論。本文根據(jù)社會交換理論和個(gè)體—環(huán)境匹配理論認(rèn)為,過弱或過強(qiáng)的工作邊界都會導(dǎo)致員工對組織認(rèn)同的下降,工作邊界的強(qiáng)弱與員工的組織認(rèn)同之間呈倒U形關(guān)系,并受到工作邊界強(qiáng)度與員工對其偏好之間匹配程度的調(diào)節(jié)。本文通過問卷調(diào)查和利用多項(xiàng)式回歸、三維響應(yīng)曲面分析,驗(yàn)證了這些假設(shè)。
[Abstract]:The weak work boundary is favored by more and more employees because it helps to balance the work and non-work, and has become a management strategy used by many organizations to promote the organizational identity of employees. However, as the work boundary changes from strong to weak, will the organizational identity of employees increase with it? Existing studies do not give positive and consistent conclusions. According to social exchange theory and individual-environment matching theory, the weak or too strong working boundary will lead to the decline of employee's organizational identity, and the relationship between work boundary and employee's organizational identity is inversely U-shaped. It is adjusted by the matching degree between the work boundary intensity and the employee's preference. In this paper, these hypotheses are verified by questionnaire, polynomial regression and 3D response surface analysis.
【作者單位】： 江蘇大學(xué)財(cái)經(jīng)學(xué)院;南京大學(xué)商學(xué)院;
【基金】：國家自然科學(xué)基金項(xiàng)目(71272103、71572074)資助
【分類號】：F272.92

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本文編號：2333387