基于知识观视角的群体离职特征对离职去向影响研究
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摘要
基于知识观视角对群体离职特征对离职去向的影响,以及离职动因对二者间关系的调节效应进行了分析,并通过利用互联网收集整理的115起群体离职事件数据对研究假设进行了实证检验。研究结果表明,离职群体数量与离职群体质量的提升对人员同向流动有积极促进效应,技术知识对二者间关系具有中介作用。相较于由内因引起的群体离职,在外因作用下的群体离职更容易共同创业或集体被同一新组织聘用。
An increasing number of literatures suggest that researchers are becoming more aware of co-mobility.We extend the knowledge-based perspective to consider the impact of collective turnover characters on departure direction,which is mediated by technical knowledge,and moderated by turnover causes.The hypotheses were supported through use of 115 collective turnover event data collected from the Internet.It was found that the increase of quantity and quality components of collective turnover is positively related to lift-out or spin-out and mediated by technical knowledge.And when collective turnover under the external cause is more likely to work together in a same organization.
An increasing number of literatures suggest that researchers are becoming more aware of co-mobility.We extend the knowledge-based perspective to consider the impact of collective turnover characters on departure direction,which is mediated by technical knowledge,and moderated by turnover causes.The hypotheses were supported through use of 115 collective turnover event data collected from the Internet.It was found that the increase of quantity and quality components of collective turnover is positively related to lift-out or spin-out and mediated by technical knowledge.And when collective turnover under the external cause is more likely to work together in a same organization.
引文
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[2]AGARWAL R,CAMPBELL B,FRANCO A,et al.What Do I Take With Me?:The Mediating Effect of Spin-Out Team Size and Tenure on the Founder-Firm Performance Relationship[J].Academy of Management Journal,2016,59(3):1 060-1 087.
[3]MARX M,TIMMERMANS B.Hiring Molecules,Not Atoms:Comobility and Wages[J].Organization Science,2017,28(6):1 115-1 133.
[4]CAMPBELL B A,SAXTON B M,BANERJEE P.Resetting the Shot Clock:The Effect of Co-Mobility on Human Capital[J].Journal of Management,2014,40(2):531-556.
[5]KUYPERS T,GUENTER H,VAN EMMERIK H.Team Turnover and Task Conflict:A Longitudinal Study on the Moderating Effects of Collective Experience[J].Journal of Management,2018,44(4):1 287-1 311.
[6]GROYSBERG B,ABRAHAMS R.Lift Outs:How to Acquire a High-Functioning Team[J].Harvard Business Review,2006,84(12):133-140.
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[8]BARTUNEK J M,HUANG Z,WALSH I J.The Development to Process Model of Collective Turnover[J].Human Relations,2008,61(1):5-38.
[9]LIANG DW,MORELAND R,ARGOTE L.Group versus Individual Training and Group Performance:The Mediating Role of Transactive Memory[J].Personality and Social Psychology Bulletin,1995,21(4):384-393.
[10]FLEMING L,MARX M.Managing Creativity in Small Worlds[J].California Management Review.2006,48(4):6-27.
[11]NG T,FELDMAN D.Changes in Perceived Supervisor Embeddedness:Effects on Employees’Embeddedness,Organizational Trust,and Voice Behavior[J].Personnel Psychology,2013,66(3):645-685.
[12]SHAPIRO D L,HOM P W,SHEN W,et al.How Do Leader-Departures Affect Subordinates’Organizational Attachment?A 360-Degree Relational Perspective[J].Academy of Management Review,2016,41(3):479-502.
[13]罗瑾琏,闫佳祺,贾建锋.社会建构视角下员工积极追随特质对追随行为的影响研究[J].管理学报,2018,15(7):971-979.
[14]RAJAN R G,ZINGALES L.The Firm as a Dedicated Hierarchy:A Theory of the Origins and Growth of Firms[J].Quarterly Journal of Economics,2001,116(3):805-851.
[15]SINGH J,FLEMING L.Lone Inventors as Sources of Breakthroughs:Myth or Reality?[J].Management Science,2010,56(1):41-56.
[16]DOSI G,GRAZZI M.On the Nature of Technologies:Knowledge,Procedures,Artifacts and Production Inputs[J].Cambridge Journal of Economics,2010,34(1):173-184.
[17]GANCO M.Cutting the Gordian Knot:The Effect of Knowledge Complexity on Employee Mobility and Entrepreneurship[J].Strategic Management Journal,2013,34(6):666-686.
[18]PLOYHART R E,MOLITERNO T P.Emergence of the Human Capital Resource:A Multilevel Model[J].Academy of Management Review,2011,36(1):127-150.
[19]陈琳,袁庆宏,周常宝,等.基于社会网络的集体离职过程中人际互动动态机制构建[J].管理学报,2016,13(11):1 597-1 605.
[20]HAUSKNECHT J P,TREVOR C O.Collective Turnover at the Group,Unit,and Organizational Levels:Evidence,Issues,and Implications[J].Journal of Management,2011,37(1):352-388.
[21]BOEKER W P.Strategic Change:The Influence of Managerial Characteristics and Organizational Growth[J].Academy of Management Journal,1997,40(1):152-170.
[22]ROSENKOPF L,ALMEIDA P.Overcoming Local Search through Alliances and Mobility[J].Management Science,2003,49(6):751-766
[23]MALTARICH M A,NYBERG A J,REILLY G.AConceptual and Empirical Analysis of the Cognitive A-bility-Voluntary Turnover Relationship.[J].Journal of Applied Psychology,2010,95(6):1 058-1 070.
[24]方杰,温忠麟,张敏强.类别变量的中介效应分析[J].心理科学,2017,40(2):471-477.
[25]JACCARD J.Logistic回归中的交互效应[M].缪佳,译.上海:格致出版社,2014
[26]MCEVILY B,JAFFEE J,TORTORIELLO M.Not All Bridging Ties Are Equal:Network Imprinting and Firm Growth in the Nashville Legal Industry,1933-1978[J].Organization Science,2012,23(2):547-563.
(1)如果某个事件发生的概率为P,则该事件的发生比=P/(1-P),对数发生比=LN(发生比)。有研究建议,在实际中,可以用发生比预测值、对数发生比预测值或者概率预测值绘图,它们都能展示出交互效应的作用。不过最直观的还是用对数发生比预测值作图。这是因为这样的图形是线性的,交互效应由不同斜率的直线表示(就如同在标准的最小二乘回归和方差分析中一样)。
[2]AGARWAL R,CAMPBELL B,FRANCO A,et al.What Do I Take With Me?:The Mediating Effect of Spin-Out Team Size and Tenure on the Founder-Firm Performance Relationship[J].Academy of Management Journal,2016,59(3):1 060-1 087.
[3]MARX M,TIMMERMANS B.Hiring Molecules,Not Atoms:Comobility and Wages[J].Organization Science,2017,28(6):1 115-1 133.
[4]CAMPBELL B A,SAXTON B M,BANERJEE P.Resetting the Shot Clock:The Effect of Co-Mobility on Human Capital[J].Journal of Management,2014,40(2):531-556.
[5]KUYPERS T,GUENTER H,VAN EMMERIK H.Team Turnover and Task Conflict:A Longitudinal Study on the Moderating Effects of Collective Experience[J].Journal of Management,2018,44(4):1 287-1 311.
[6]GROYSBERG B,ABRAHAMS R.Lift Outs:How to Acquire a High-Functioning Team[J].Harvard Business Review,2006,84(12):133-140.
[7]NYBERG A J,PLOYHART R E.Context-Emergent Turnover(CET)Theory:A Theory of Collective Turnover[J].Academy of Management Review,2013,38(1):109-131.
[8]BARTUNEK J M,HUANG Z,WALSH I J.The Development to Process Model of Collective Turnover[J].Human Relations,2008,61(1):5-38.
[9]LIANG DW,MORELAND R,ARGOTE L.Group versus Individual Training and Group Performance:The Mediating Role of Transactive Memory[J].Personality and Social Psychology Bulletin,1995,21(4):384-393.
[10]FLEMING L,MARX M.Managing Creativity in Small Worlds[J].California Management Review.2006,48(4):6-27.
[11]NG T,FELDMAN D.Changes in Perceived Supervisor Embeddedness:Effects on Employees’Embeddedness,Organizational Trust,and Voice Behavior[J].Personnel Psychology,2013,66(3):645-685.
[12]SHAPIRO D L,HOM P W,SHEN W,et al.How Do Leader-Departures Affect Subordinates’Organizational Attachment?A 360-Degree Relational Perspective[J].Academy of Management Review,2016,41(3):479-502.
[13]罗瑾琏,闫佳祺,贾建锋.社会建构视角下员工积极追随特质对追随行为的影响研究[J].管理学报,2018,15(7):971-979.
[14]RAJAN R G,ZINGALES L.The Firm as a Dedicated Hierarchy:A Theory of the Origins and Growth of Firms[J].Quarterly Journal of Economics,2001,116(3):805-851.
[15]SINGH J,FLEMING L.Lone Inventors as Sources of Breakthroughs:Myth or Reality?[J].Management Science,2010,56(1):41-56.
[16]DOSI G,GRAZZI M.On the Nature of Technologies:Knowledge,Procedures,Artifacts and Production Inputs[J].Cambridge Journal of Economics,2010,34(1):173-184.
[17]GANCO M.Cutting the Gordian Knot:The Effect of Knowledge Complexity on Employee Mobility and Entrepreneurship[J].Strategic Management Journal,2013,34(6):666-686.
[18]PLOYHART R E,MOLITERNO T P.Emergence of the Human Capital Resource:A Multilevel Model[J].Academy of Management Review,2011,36(1):127-150.
[19]陈琳,袁庆宏,周常宝,等.基于社会网络的集体离职过程中人际互动动态机制构建[J].管理学报,2016,13(11):1 597-1 605.
[20]HAUSKNECHT J P,TREVOR C O.Collective Turnover at the Group,Unit,and Organizational Levels:Evidence,Issues,and Implications[J].Journal of Management,2011,37(1):352-388.
[21]BOEKER W P.Strategic Change:The Influence of Managerial Characteristics and Organizational Growth[J].Academy of Management Journal,1997,40(1):152-170.
[22]ROSENKOPF L,ALMEIDA P.Overcoming Local Search through Alliances and Mobility[J].Management Science,2003,49(6):751-766
[23]MALTARICH M A,NYBERG A J,REILLY G.AConceptual and Empirical Analysis of the Cognitive A-bility-Voluntary Turnover Relationship.[J].Journal of Applied Psychology,2010,95(6):1 058-1 070.
[24]方杰,温忠麟,张敏强.类别变量的中介效应分析[J].心理科学,2017,40(2):471-477.
[25]JACCARD J.Logistic回归中的交互效应[M].缪佳,译.上海:格致出版社,2014
[26]MCEVILY B,JAFFEE J,TORTORIELLO M.Not All Bridging Ties Are Equal:Network Imprinting and Firm Growth in the Nashville Legal Industry,1933-1978[J].Organization Science,2012,23(2):547-563.
(1)如果某个事件发生的概率为P,则该事件的发生比=P/(1-P),对数发生比=LN(发生比)。有研究建议,在实际中,可以用发生比预测值、对数发生比预测值或者概率预测值绘图,它们都能展示出交互效应的作用。不过最直观的还是用对数发生比预测值作图。这是因为这样的图形是线性的,交互效应由不同斜率的直线表示(就如同在标准的最小二乘回归和方差分析中一样)。
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