【摘要】：在管理學研究領域,跨層次的實證研究成果越來越多。但不少學者在提出變量之間的跨層次關系假設時,往往遇到理論支撐不足的問題,從而影響了研究結(jié)果的可信性和有效性。為了幫助學者進一步認識和應用跨層次理論,本文以組織行為學領域的《應用心理學期刊》(Journal of Applied Psychology)、《組織行為學雜志》(Journal of Organizational Behavior)及《人事心理學》(Personnel Psychology)最近五年(2010—2014)的最新實證研究成果為分析對象,搜尋了應用廣泛的跨層次理論,識別了情感事件理論、社會學習理論、社會認知理論以及團隊和個人動機的整合模型等為跨層次理論模型的典型代表,并展現(xiàn)了已有實證研究具體運用這些理論模型的應用實例。本文希望可以促進中國學者對于跨層次理論的學習和應用,并推動新的跨層次理論的開發(fā)。
[Abstract]:In the field of management research, cross-level empirical research results are more and more. However, many scholars often encounter the problem of insufficient theoretical support when putting forward the hypothesis of cross-level relationship between variables, which affects the credibility and validity of the research results. In order to help scholars to further understand and apply the cross-level theory, this paper uses the Journal of Applied Psychology in the field of organizational behavior (Journal of Applied Psychology),). The latest empirical findings of (Journal of Organizational Behavior) and (Personnel Psychology) in the last five years (2010-2014) were analyzed by searching for the widely used cross-level theory and identifying the theory of affective events. The social learning theory, the social cognition theory and the integration model of team and individual motivation are typical representatives of the cross-level theoretical model. This paper hopes to promote the study and application of cross-level theory by Chinese scholars and promote the development of new cross-level theory.
【基金】：中國人民大學科學研究基金中央高�；究蒲袠I(yè)務費專項資金資助“多權(quán)變因素條件下組織結(jié)構(gòu)設計的匹配問題研究”(14XNF023)
【分類號】：F272.92

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