工作超时视角下生活时间贫穷对员工组织认知的影响机制研究  

The Mechanism of How Life Time Poverty Influence Organizational Cognition of Employees from the Perspective of Working Overtime

作　　者：张锐[1] 郑兴山[1] ZHANG Rui;ZHENG Xing-shan(Antai College of Economics and Management,Shanghai Jiao Tong University,Shanghai 200030)

机构地区：[1]上海交通大学安泰经济与管理学院,上海200030

出　　处：《软科学》2023年第7期73-80,共8页Soft Science

基　　金：国家自然科学基金项目(71972132)。

摘　　要：基于归因理论,运用案例分析方法揭示了生活时间贫穷对员工组织认知影响的心理机制。研究发现:(1)内部归因的员工会因为拖累团队节奏而产生羞愧、内疚等内部导向型情绪,进而衍生出对组织的承诺;(2)外部归因的员工会因为生活时间被组织过度侵占而产生愤怒、敌意等外部导向型情绪,进而衍生出被组织剥削的认知;(3)关系归因员工受领导组织化身的影响,积极关系归因会使员工衍生出一定程度的组织承诺认知,消极关系归因则会使员工衍生出一定程度的组织剥削认知。Based on Attribution theory,this paper analyzes the inherent relationship between life time poverty and organizational cognition by Case Analysis,thus reveals the inherent relationship between life time poverty and organizational cognition.Results show that,first,those employees making internal attributions attributed life time poverty to the factors associated with themselves and made commitment to the organization due to the internally-oriented emotions such as shame and guilt.Second,those employees making external attribution attributed life time poverty to situational factors and made exploitation to the organization due to the externally-oriented emotions such as anger and hostility.Third,due to the influence from the leader's organizational embodiment,positive relationship attribution would lead to the perception about organizational commitment,while negative relationship attribution would lead to the perception about organizational exploitation.

关 键 词：生活时间贫穷 归因理论 组织剥削 组织承诺 组织认知 

分 类 号：F272.92[经济管理—企业管理]