如何使员工更欢迎变革:关怀员工实践的作用机理
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摘要
变革中的企业如何使其员工更加欢迎变革?这是一个重要的实践和理论问题。通过以167家企业的人力资源主管和员工为研究对象建立跨层模型,发现关怀员工实践对员工变革开放性有显著的正向影响,工作自主性在这一关系中具有完全中介作用。工作自主性作为中介机制的意义在于,实践中存在员工不以未来工作收益而以当前工作体验为选择依据的变革参与情况。员工感知到工作相关能力的自主发挥,会促使其对于变革产生积极反应。这种积极反应不是基于对与组织的互惠而产生的对组织的信任,而是基于自身能力知识的提升和使用而更有意愿接受新的变化。
It is an important theoretical and practical issue to answer how to cultivate employees' openness to change by enterprises top managers.Based on the data from human resource(HR)managers and employees of 167 enterprises,a cross-level mode is established in this paper.The empirical results show that caring for employees has a positive impact on their openness to change while job autonomy fully mediates this relationship.It is contended that caring for employees will allow employees to find and fulfill their own values by giving them job autonomy,and thereby employees should become more welcome to new changes.
It is an important theoretical and practical issue to answer how to cultivate employees' openness to change by enterprises top managers.Based on the data from human resource(HR)managers and employees of 167 enterprises,a cross-level mode is established in this paper.The empirical results show that caring for employees has a positive impact on their openness to change while job autonomy fully mediates this relationship.It is contended that caring for employees will allow employees to find and fulfill their own values by giving them job autonomy,and thereby employees should become more welcome to new changes.
引文
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1)资料来源:http://finance.sina.com.cn/leadership/sxypx/20090306/15015941680.shtml
2)《培训》,2009,“软实力”欠缺易导致组织变革失败.[引用自2015年10月12日],可查URL:http://www.trainingmag.com.cn/Article/Articledetail/058835584437.aspx
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[37]Oreg S.Resistance to change:Developing an individual differences measure[J].Journal of Applied Psychology,2003,88(4):680-693.
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[39]高宏.基于物元模型的包容性人力资源管理效能评价[J].系统管理学报,2013,22(1):128-132.
[40]Boxall P,Macky K.Research and theory on highperformance work systems:Progressing the highinvolvement stream[J].Human Resource Management Journal,2009,19(1):3-23.
[41]Kehoe R R,Wright P M.The impact of highperformance human resource practices on employees’attitudes and behaviors[J].Journal of Management,2013,39(2):366-391.
[42]Boon C,Kalshoven K.How high-commitment HRMrelates to engagement and commitment:The moderating role of task proficiency[J].Human Resource Management,2014,53(3):403-420.
[43]Guthrie J P.High-involvement work practices,turnover,and productivity:Evidence from New Zealand[J].Academy of Management Journal,2001,44(1):180-190.
[44]徐国华,杨东涛.支持性人力资源管理对员工感情承诺的影响[J].经济科学,2004(6):96-102.
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[51]Avolio B J,Zhu W,Koh W,et al.Transformational leadership and organizational commitment:Mediating role of psychological empowerment and moderating role of structural distance[J].Journal of Organizational Behavior,2004,25(8):951-968.
[52]Thomas K W,Velthouse B A.Cognitive elements of empowerment:An“interpretive”model of intrinsic task motivation[J].Academy of Management Review,1990,15:666-681.
[53]Seibert S E,Silver S R,Randolph W A.Taking empowerment to the next level:A multiple-level model of empowerment,performance,and satisfaction[J].Academy of Management Journal,2004,47(3):332-349.
[54]刘生.组织变革因素与员工反应影响机制模型构建[J].商业时代,2014(25):84-85.
[55]Samad S.Social structure characteristics and psychological empowerment:Exploring the effect of opening personality[J].Journal of American Academy of Business,2007,12:70-76.
[56]Shin J,Taylor M S,Seo M G.Resources for change:The relationships of organizational inducements and psychological resilience to employees'attitudes and behaviors toward organizational change[J].Academy of Management Journal,2012,55(3):727-748.
[57]张勇,龙立荣.绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用[J].心理学报,2013(3):363-376.
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1)资料来源:http://finance.sina.com.cn/leadership/sxypx/20090306/15015941680.shtml
2)《培训》,2009,“软实力”欠缺易导致组织变革失败.[引用自2015年10月12日],可查URL:http://www.trainingmag.com.cn/Article/Articledetail/058835584437.aspx