高校合并背景下组织价值观、组织认同与员工支持行为的关系研究  

The Relationship among Organizational Values,Organizational Identification,and the Staff's Support Behavior Against the Background of the Merger of Colleges

作　　者：石煜磊 董进才 黄玮[1] 丁洪[3] SHI Yulei;DONG Jincai;HUANG Wei;DING Hong(School of Business Administration,Zhejiang Gongshang University,Hangzhou 310018,China;School of Business Administration,Zhejiang University of Finance and Economics,Hangzhou 310018,China;Office of Academic Research,Zhejiang University of Finance and Economics,Hangzhou 310018,China)

机构地区：[1]浙江工商大学工商管理学院,浙江杭州310018 [2]浙江财经大学工商管理学院,浙江杭州310018 [3]浙江财经大学科研处,浙江杭州310018

出　　处：《浙江师范大学学报（社会科学版）》2018年第5期59-66,共8页Journal of Zhejiang Normal University(Social Sciences)

基　　金：教育部人文社会科学青年基金项目"嵌入性视角下高校教师教学科研行为意向影响因素模型与实证研究"(17YJC880018)

摘　　要：高校合并过程中教职员工的态度和行为表现对合并能否实现预期目标至关重要。基于对两所合并后高校中共计413位教职员工调研所得的数据,运用普通最小二乘回归分析(OLS)对高校价值观的三个维度和合并后员工支持行为、离职倾向的关系进行了研究,并检验了组织认同的中介作用。结果表明:组织认同在创新性、容忍冲突和合并后员工支持行为的关系中以及尊重员工与合并后员工的离职倾向的关系中均起到部分中介作用,在容忍冲突与合并后员工支持行为、离职倾向的关系中以及创新性与合并后员工离职倾向的关系中起到完全中介作用。The attitude and behavior of college faculty and staff during the process of merging is crucial to the realization of the expected goals of merging.Based on the data collected from 413 faculty and staff members of two post-merger colleges,this paper,using Ordinary Least Square(OLS),investigated the relationship of three dimensions of values of colleges,support behavior of college faculty and staff members,and intention to leave after merger.The results showed that:(1)the relationship of innovation and staff’s support behavior,tolerance of conflict and staff’s support behavior,respect for employees and staffs’intention to leave after merger,were partly mediated by organizational identification;(2)the relationship of tolerance of conflict and staff’s support behavior,tolerance of conflict and staffs’intention to leave after merger,innovation and staffs’intention to leave after merger,were fully mediated by organizational identification.

关 键 词：合并 组织价值观 组织认同 支持行为 

分 类 号：F272.92[经济管理—企业管理]