个人与组织价值观匹配对员工建言的影响  

The Impact of Individual-Organization Value Fit on Employees' Suggestions

作　　者：詹小慧[1] 杨东涛[1] 栾贞增[1] 

机构地区：[1]南京大学商学院,江苏南京210093

出　　处：《当代财经》2017年第6期80-87,共8页Contemporary Finance and Economics

基　　金：国家自然科学基金面上项目"指向价值观认同的人力资源实践构建及其对组织绩效的作用机制研究--基于利益相关者的视角"(71372027);江苏省普通高校研究生科研创新计划项目"变革型领导与价值观一致性:意义建构和社会学习双视角"(KYLX16_0025)

摘　　要：运用价值观匹配理论,探讨了个人与组织价值观的匹配程度与员工建言行为之间的关系以及组织支持感和心理安全感分别起到的中介作用和调节作用。采用问卷调查法,以535份上下级配对数据为样本,对模型进行验证。数据分析结果表明:个人与组织价值观的匹配能够正向预测员工建言行为;组织支持感在其中起部分中介的作用;心理安全感在组织支持感与员工建言行为的关系中起调节作用,即心理安全感越强,组织支持感对员工建言行为的积极影响越强,反之,则越弱。Based on value fit theory, this paper explores the relationship between individual-orga- nization value fit and employees＇ voice behaviors and the mediation and moderating effects contribut- ed by perceived organizational support and perceived psychological safety respectively. The question- naire survey method is adopted to conduct a test on the model with 535 copies of the superior-subor- dinate matching data as the samples. The results show that individual-organization value fit can posi- tively predict employees＇ voice behaviors, that the perceived organizational support can play a role of partial mediation in it, and that the perceived psychological safety can play a moderating effect in the relationship between the perceived organizational support and the employees＇ voice behaviors, namely, the stronger the perceived psychological safety, the stronger the effect of perceived organizational sup- port on employees＇ voice behaviors, or vice versa.

关 键 词：个人与组织价值观匹配 组织支持感 心理安全感 员工建言 

分 类 号：F272.92[经济管理—企业管理]