家庭亲善政策、组织气候与员工在职行为的关系研究  

A Study on the Relationship Among Family-Friendly Policy,Organization Climate and Employees' On-the-Job Behavior

作　　者：张伶[1] 聂婷[2] 宋智洋[2] 赵梅 

机构地区：[1]南开大学周恩来政府管理学院 [2]澳门科技大学商学院 [3]国网冀北电子有限公司

出　　处：《华南师范大学学报（社会科学版）》2016年第1期132-142,191,共11页Journal of South China Normal University：Social Science Edition

基　　金：国家自然科学基金项目"中国情境下家庭亲善工作实践的内容结构;前因与后果研究"(71272181)

摘　　要：通过中国大陆和澳门特别行政区的350份员工-主管的配对问卷调查,以社会认知理论为基础,探讨家庭亲善政策、组织气候与员工行为之间的关系。研究发现,家庭亲善政策与组织气候显著相关;组织气候与员工在职行为显著相关;家庭亲善政策与员工在职行为显著相关。但通过对变量的深入分析发现,组织气候中的人情气候在工作弹性政策与积极行为、退缩行为之间的中介作用不显著;组织气候中的标准气候在工作弹性政策、亲属照顾政策与积极行为之间的中介作用不显著。By carrying out a survey with 350 employee-supervisor pairing questionnaires in China's Mainland and Macao special administrative region,this paper discussed the relationship among family-friendly policy,organization climate and employees' on-the-job behavior based on the Social Cognitive Theory. The results showed that the family-friendly policy was significantly associated with the organization climate,that the organizational climate was significantly associated with the employees' on-the-job behavior,and that the family-friendly policy was significantly associated with the employees' on-the-job behavior. However,the thorough analysis on the variables indicated that warmth in the organizational climate had no obvious intermediate effect on the relationship between alternative work arrangements,positive work behavior and withdrawal behavior,and that standards in the organizational climate had no obvious intermediate effect on the relationship between alternative work arrangements,dependent care supports and positive work behavior.

关 键 词：社会认知理论 家庭亲善政策 组织气候 员工在职行为 

分 类 号：F270[经济管理—企业管理]