本文關(guān)鍵詞： 心理契約破裂 破壞性建言行為 自我損耗 內(nèi)部人身份感知 自我控制的資源模型　出處：《管理科學(xué)》2017年03期 　論文類型：期刊論文

【摘要】：建言是組織內(nèi)成員對組織存在問題的一種表達。盡管在組織中不乏破壞性建言的現(xiàn)象出現(xiàn),在理論上也有學(xué)者對這一行為進行探討,但已有研究主要圍繞建設(shè)性建言行為展開,忽視了對員工破壞性建言行為的研究。區(qū)別于以往積極的建設(shè)性建言行為,破壞性建言行為會給組織和員工自身帶來消極影響。作為一種非理性行為,組織未能履行對員工的承諾或者責(zé)任可能是影響員工破壞性建言行為的重要因素�；谧晕铱刂频馁Y源模型,以自我損耗為中介變量,以內(nèi)部人身份感知為調(diào)節(jié)變量,檢驗心理契約破裂對員工破壞性建言行為的作用機制和邊界條件。以湖北、河南、廣東和山東的20多家企業(yè)80個部門的207名員工及其領(lǐng)導(dǎo)的配對數(shù)據(jù)為樣本,采用SPSS 17.0、AMOS 17.0和HLM 6進行統(tǒng)計檢驗。研究結(jié)果表明,(1)心理契約破裂會導(dǎo)致員工的破壞性建言行為。(2)自我損耗在心理契約破裂與破壞性建言行為之間起中介作用。(3)內(nèi)部人身份感知對心理契約破裂與破壞性建言行為之間的關(guān)系具有負向調(diào)節(jié)作用,對于低內(nèi)部人身份感知的員工,心理契約破裂與員工破壞性建言行為之間的正相關(guān)更強;對于高內(nèi)部人身份感知的員工,兩者之間的相關(guān)關(guān)系不顯著。通過實證研究厘清了心理契約破裂與破壞性建言行為之間的關(guān)系,驗證了自我損耗在這一過程中的中介作用。不僅證實心理契約破裂會造成員工自我損耗狀態(tài)并引發(fā)員工的失控行為,更豐富了已有單一視角下對心理契約破裂作用效果的研究。而在內(nèi)部人身份感知的調(diào)節(jié)下,團隊內(nèi)成員的身份會弱化兩者之間的正相關(guān)關(guān)系。創(chuàng)建和諧的員工組織關(guān)系不僅需要構(gòu)建積極的氛圍,還要警惕可能出現(xiàn)的消極影響。通過從源頭上防止心理契約破裂的發(fā)生、加強組織與員工之間信息的溝通以及營造積極的"家"的氛圍、提升員工的內(nèi)部人身份感知等多種手段,阻止破壞性建言行為的產(chǎn)生。
[Abstract]:Suggestion is a kind of expression of organization members' existing problems. Although there is no lack of destructive advice phenomenon in the organization, there are also scholars in theory to discuss this behavior, but the research has mainly focused on constructive advice behavior. It ignores the research on the destructive speech behavior of employees. As a kind of irrational behavior, it is different from the positive and constructive behavior in the past, and it will bring negative effects to the organization and the employees themselves. The failure of the organization to fulfill its commitment or responsibility to employees may be an important factor affecting the destructive behavior of employees. Based on the self-control resource model, self-loss is regarded as the intermediary variable, and the identity perception of the insiders as the adjusting variable. To examine the mechanism and boundary conditions of psychological contract breakup on employees' destructive speech behavior. Based on matched data of 207 employees and their leaders from 80 departments of more than 20 enterprises in Hubei, Henan, Guangdong and Shandong provinces, SPSS 17.0 Amos 17.0 and HLM 6 are used to test the results. The results show that the breakdown of psychological contract can lead to destructive constructive behavior of employees. 2) Self-loss plays an intermediary role between psychological contract rupture and destructive constructive behavior. Partial identity perception has a negative effect on the relationship between the breakdown of psychological contract and destructive speech behavior. For employees with low insiders' identity perception, there was a stronger positive correlation between the breakdown of psychological contract and employees' destructive speech behavior; for employees with high insider identity perception, there was a stronger positive correlation between the breakdown of psychological contract and employees' destructive speech behavior. The correlation between them is not significant. The relationship between the breakdown of psychological contract and destructive speech behavior is clarified through empirical research. It not only proves that the breakdown of psychological contract can cause the employees' self-loss state and cause the employees' behavior out of control, but also verifies the intermediary role of self-loss in this process. It enriches the study of the effect of psychological contract rupture from a single perspective. The identity of a member of the team weakens the positive correlation between the two. To create a harmonious employee organizational relationship requires not only building a positive atmosphere, but also being alert to the possible negative effects by preventing the breakup of the psychological contract from occurring at the source. To strengthen the communication of information between the organization and the employees, to create a positive atmosphere of "home", and to enhance the identity perception of the employees' insiders, so as to prevent the occurrence of destructive constructive behavior.
【作者單位】： 華中科技大學(xué)管理學(xué)院;華為技術(shù)有限公司人力資源管理部;
【基金】：國家自然科學(xué)基金(71232001,71602147)~~
【分類號】：B842;F272.92

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