转型背景下雇佣关系模式对员工助人行为的影响  

The Impact of Employment Relationship Modes on Employee Helping Behavior in Transitional Period

作　　者：包玲玲[1] 王韬[1] 

机构地区：[1]华中科技大学管理学院

出　　处：《管理学报》2011年第11期1646-1654,共9页Chinese Journal of Management

摘　　要：通过对我国264对上下级的问卷调查发现,员工基于组织的自尊在互相投入和过度投入雇佣关系模式与助人行为之间发挥完全中介作用。相比过度投入而言,互相投入模式对员工基于组织的自尊有更大的正向影响。同时,研究还发现,个体的传统性文化价值观会调节这2种雇佣关系模式与基于组织自尊的关系。具体而言,对于传统性较高的员工,这2种雇佣模式对基于组织自尊的影响变弱;对于传统性较低的员工,2种雇佣模式对基于组织自尊的影响增强。Drawing on 264 leader-member matching questionnaires in China, this study found that Organization-Based Self Esteem （OBSE） fully mediates the relationship between over-investment em- ployment and mutual- investment employment relationship modes and helping behaviors. Comparing to the over-investment employment relationship, mutual-investment has greater positive effect on OB- SE. Meanwhile, we found that individual traditionality plays the moderating roles between the two modes and OBSE. Specifically, for high traditionality employees, the impact of the two modes on OB- SE is weaker. Contrarily, the above effect is stronger for lowly traditional employees.

关 键 词：雇佣关系模式 基于组织的自尊 助人行为 传统性 

分 类 号：C93[经济管理—管理学] F272.92