员工变革支持行为预测模型建构——基于行为推理理论视角  

Construction of Prediction Model of Employees' Change Supportive Behavior——Based on Perspective of Behavior Reasoning Theory

作　　者：许苗苗[1] 郑文智[1] 

机构地区：[1]华侨大学工商管理学院,福建泉州362021

出　　处：《科技与经济》2016年第4期86-90,共5页Science & Technology and Economy

基　　金：2015年福建省中青年教师教育科研重点项目--"福建省民营企业内部创业的治理机制研究"(项目编号:JAS150085;项目负责人:郑文智)成果之一

摘　　要：在组织变革过程中促进员工变革支持行为的产生是组织变革成功的关键。在文献分析的基础上,以行为推理理论为视角,探讨了魅力型领导对员工变革支持行为的作用机制,其中魅力型领导有利于促进员工变革支持行为的产生,变革开放性在魅力型领导和员工变革支持行为之间起中介作用,坚韧人格调节魅力型领导通过变革开放性对员工变革支持行为的作用效果,建构了员工变革支持行为的预测模型。在管理实践中,组织可以通过对模型中各环节的干预,采取相应的人力资源管理实践,激发员工变革支持行为的产生,促进组织变革的成功。In the process of organizational change, to promote employees1 change supportive behavior is the key to the success oforganizational change. On the basis of literature analysis, the paper discusses the mechanism between charismatic leadership andemployees＇ change supportive behavior, the charismatic leadership is beneficial to promote the generation of employees＇ change-supportivebehavior; the openness to change between charismatic leadership and employees＇ change supportive behavior plays an intermediaryrole ; hardiness personality regulates the relationship between charismatic leadership and employees＇ change supportive behavior throughthe effects of the openness to change, so as to construct a prediction model of employees＇ change supportive behavior. In managementpractice, the organization adopts corresponding human resource management practice to motivate employees1 change supportive behaviorto promote the success of organizational change through the intervention of each link in the model.

关 键 词：组织变革 魅力型领导 变革开放性 坚韧人格 变革支持行为 

分 类 号：F272.92[经济管理—企业管理]