管理者情感依恋对变革支持的影响研究  

Managers' Affective Attachment and Change-Supportive

作　　者：韩雪亮[1] 

机构地区：[1]河南财经政法大学工商管理学院

出　　处：《中国人力资源开发》2017年第6期23-33,共11页Human Resources Development of China

基　　金：河南财经政法大学工商管理学院重大研究课题"推动企业转型变革行为的微观机制研究--基于管理者情感依恋与认知的分析"(2016-2);国家自然科学基金重点项目"推动经济发达地区产业转型升级的机制与政策研究"(71333007)资助

摘　　要：基于对99家企业353名管理人员的调查,通过多水平模型考察了管理者情感依恋、变革情感准备和变革支持之间的关系,以及组织正式化在其中的跨层次调节作用。结果表明:(1)管理者情感依恋对变革支持具有促进作用;(2)变革情感准备在上述过程中起到了部分中介作用;(3)组织正式化水平分别调节了以变革支持意愿为因变量的中介模型中的直接效应和间接效应的第一阶段、以及以变革支持行为为因变量的中介模型中间接效应的第一阶段。研究结论不仅丰富了现有相关理论成果,也给当前企业转型变革实践带来了启示。This paper examined the mediating role of emotional readiness for change and the moderating role of organization formalization in the relationship between manager affective attachment and change-supportive. Participants were 353 managers of 99 companies, and they completed the Affective Attachment Scale, Emotional Readiness for Change Scale, Intention to Change Scale, Information Search Scale, and Organization Formalization Scale. Multilevel modeling suggested that： （a） manager affective attachment was positive related to change-supportive intention and behavior; （b） emotional readiness for change mediated this relationship; and （c） organization formalization moderated the media models. The findings of this paper not only represent a theoretical contribution to attachment theory and change management theory, but also provide meaningful understandings to acknowledge manger＇ s attitude and behaviors during organization transformative change.

关 键 词：管理者情感依恋 变革情感准备 变革支持 组织正式化 

分 类 号：F272.91[经济管理—企业管理]