基于社会交换理论的多重雇佣关系模式下员工敬业度研究  

A Study on Employee Engagement in Multiple Employment Relationship Modes: From the Perspective of Social Exchange Theory

作　　者：席猛[1] 刘玥玥 徐云飞[1] 曹曼 徐志静 XI Meng;LIU Yueyuee;XU Yunfei;CAO Man;XU Zhijing(Nanjing University,Nanjing,China;Nanjing University of Science and Technology,Nanjing,China;HENGFENG Bank,Shandong,Yantai,China)

机构地区：[1]南京大学商学院 [2]南京理工大学人文与社会科学学院 [3]恒丰银行人力资源部

出　　处：《管理学报》2018年第8期1144-1152,共9页Chinese Journal of Management

基　　金：国家自然科学基金资助重点项目(71332002);国家自然科学基金资助青年项目(71402153)

摘　　要：依据社会交换理论,采用来自多省份的109家企业的192名部门主管与876名员工配对数据,研究了企业雇佣关系模式(员工-组织关系)对员工敬业度的影响。研究结果表明,组织期望员工做出的贡献(期望贡献)与向员工提供的诱因(提供诱因)的交互项能够显著地正向影响员工的工作敬业度和组织敬业度,并且员工的组织支持感在期望贡献与提供诱因的交互项与员工敬业度之间起中介作用。Drawing on social exchange theory and using a sample of 876 employees from 192 de- partments in 109 companies, the paper sheds light on the relationship and underlying influence of the employee-organization relationship on employee job engagement and organizational engagement. It is found that the interaction of expected contributions from employees and inducements and investments offering employees by organizations are positively related to employee job engagement and organiza- tional engagement via the mediating effect of employee perceived organizational supports.

关 键 词：员工一组织关系 组织支持感 员工敬业度 社会交换 

分 类 号：C93[经济管理—管理学]