本文選題：諫言 + 自我效能　； 參考：《心理與行為研究》2014年04期

【摘要】：對(duì)26家中小高科技企業(yè)426名研發(fā)人員進(jìn)行問卷調(diào)查,探討了自我效能與諫言的關(guān)系,以及可雇傭型心理契約的作用。PLS-SEM分析結(jié)果表明:(1)自我效能對(duì)可雇傭型心理契約各維度、諫言具有顯著的正向影響;(2)可雇傭型心理契約的"角色外技能提高"和"知識(shí)和技術(shù)補(bǔ)充"兩個(gè)維度對(duì)諫言具有顯著的正向影響,并在自我效能與諫言之間起部分中介作用;可雇傭型心理契約的"職業(yè)修養(yǎng)和生涯發(fā)展"維度對(duì)諫言的影響不顯著,其在自我效能與諫言之間也不起中介作用。
[Abstract]:A questionnaire survey was conducted among 426 R & D personnel in 26 small high-tech enterprises. The relationship between self-efficacy and remonstrance, and the function of employable psychological contract .PLS-SEM analysis showed that: 1) Self-efficacy affects each dimension of employable psychological contract. Remonstrance has a significant positive effect on remonstrance. (2) the two dimensions of employable psychological contract, namely, "improving skills outside the role" and "knowledge and technology supplement", have significant positive effects on remonstrance, and play a part of intermediary role between self-efficacy and admonition. The dimension of "professional accomplishment and career development" of employable psychological contract has no significant influence on remonstrance, nor does it play an intermediary role between self-efficacy and admonition.
【作者單位】： 天津大學(xué)管理與經(jīng)濟(jì)學(xué)部;天津理工大學(xué)管理學(xué)院;河北工業(yè)大學(xué)經(jīng)濟(jì)管理學(xué)院;
【基金】：國家自然科學(xué)基金項(xiàng)目(71072149)的資助
【分類號(hào)】：B848
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本文編號(hào)：1958441