参与式管理对新生代员工忠诚度的影响研究——一个被调节的中介效应模型  

The Study on Influence of Participatory Management on New Generation Employee Loyalty——A Moderated Mediation Model

作　　者：陈明淑[1] 周帅 Chen Mingshu;Zhou Shuai(Business School,Central South University,Changsha 410083,China)

机构地区：[1]中南大学商学院,长沙410083

出　　处：《工业技术经济》2018年第10期12-18,共7页Journal of Industrial Technological Economics

基　　金：国家自然科学基金项目"高绩效工作系统在不同组织中的形成与演化--多案例研究"(项目编号:71372062)

摘　　要：基于中国情景,本文构建了参与式管理对新生代员工忠诚度的影响及其中间作用机制模型,并通过对377名企业新生代员工的问卷调查,运用SPSS22.0和AMOS22.0软件对有效问卷数据进行了实证分析。研究结果表明,参与式管理及其各维度:信息分享、认同、能力发展、公平薪酬以及组织授权对新生代员工忠诚度均具有正向影响,内部人身份感知在参与式管理与新生代员工忠诚度之间起部分中介作用,组织自尊对内部人身份感知的中介效应起到调节作用。研究结论对从参与式管理以及积极心理资源角度指导企业提升新生代员工忠诚度、减少其离职率具有重要的意义。Based on China background,this study constructs the model that the influence of participatory management on new-generation employee loyalty and intermediate mechanism.Through the questionnaire survey of 377 new-generation employees,and the effective questionnaire data is analyzed by using SPSS22.0 and AMOS22.0 software.The result shows that participatory management and its five dimensions(information sharing,recognition,competency development,fair pay,organizational authorization)have significant positive effects on new-generation employee loyalty;perceived insider status plays a partial mediating role between participatory management and new-generation employee loyalty,and organization-based self-esteem moderates the relation between perceived insider status and new-generation employee loyalty.The conclusion is significant for guiding enterprises to improve new-generation employee loyalty and reduce separation rate from the view of participatory management and positive psychological resources.

关 键 词：参与式管理 新生代员工忠诚度 内部人身份感知 组织自尊 以人为本 中介效应 

分 类 号：F272.92[经济管理—企业管理] F270.7[经济管理—国民经济]