基于组织的自尊(OBSE)理论研究述评  

Organization-based Self-esteem Theory: A Literature Review

作　　者：宝贡敏[1] 徐碧祥[1] 

机构地区：[1]浙江大学管理学院,浙江杭州310058

出　　处：《重庆大学学报（社会科学版）》2006年第5期40-46,共7页Journal of Chongqing University(Social Science Edition)

基　　金：国家自然科学基金资助项目"影响企业知识共享与整合(KSI)的主要(典型)文化;习惯;社会因素(现象)及其管理研究"(70571070)

摘　　要：基于组织的自尊(organization-based self-esteem,简称OBSE)是20世纪80年代末在自尊(self-es-teem)概念的基础上发展起来的,学者们主要是借鉴Pierce开发的量表对其进行测量。OBSE的前因可归为个体特性、工作特性和组织特性三类,个体特性集中于基本特性、人格特性和态度特性;OBSE的结果主要表现为对员工态度、行为和绩效的影响;OBSE还会对工作特性和角色状况与员工反应间的作用关系起调节效应。本文在对该理论全面述评的基础上,对其未来的发展趋势及对我国组织内部员工OBSE的管理进行了初步探讨。The concept of organization-based self-esteem （OBSE） has been put forward of the later 1980s, based on the concept of self-esteem. The researchers measure it through Pierce＇ s scale. The main antecedents of the OBSE are personal characteristics, job characteristics and organizational characteristics. The personal characteristics include basic characteristics, personality characteristics, and attitudinal characteristics. The consequences of OBSE would be shown as the influence on employee＇ s attitudes, behaviors and job performance. There are also moderating effects of OBSE on job characteristics-employee response relationships and role conditions-employee response relationships. This article makes a review and pilots on the trends of research on the OBSE, and puts forward some advices about the OBSE management in China＇ s organizations.

关 键 词：OBSE 测量方法 前因与结果 调节效应 

分 类 号：C93[经济管理—管理学]