工作自主权对组织公民行为影响机制.docVIP

工作自主权对组织公民行为影响机制摘 要：组织公民行为是维护企业运行、提升运转效率的重要因素之一。已有的文献还未能深入探讨中国情景下如何有效激发企业组织公民行为这一课题。本文以中国企业的员工为样本，采用结构方程模型探讨工作自主权对激发组织公民行为的影响机制。研究表明：工作自主权与组织公民行为显著正相关；个体当责感和与组织联系在两者之间起完全中介作用。研究结果显示，中国企业要想激发员工的组织公民行为，应该首先提升员工个体的当责感和其与组织的联系，单独提高工作自主权难以真正激发组织公民行为。 关键词：组织公民行为；工作自主权；与组织联系；个体当责 中图分类号：C936 文献标识码：A 文章编号：1003-5192(2011)03-0037-05 The Mechanism of Influence on OCB Exerted by Job Autonomy LIU De-peng?1, WANG Li?1, YI Zhi-gao?2 （1.School of Business, Nanjing University, Nanjing 210093, China; 2.School of Ecconomy and Management, Nanjing Normal University, Nanjing 210000, China） Abstract:Organizational citizenship behavior is one of the important factors that maintain operation and improve the operational efficiency of an enterprise. However, the current literature has not yet discussed how to stimulate organizational citizenship behavior efficiently in Chinese circumstance. In this paper we took employees in Chinese firms as sample, SEM was used to discuss the mechanism of the impact of job autonomy on organizational citizenship behavior. The result showed that: job autonomy was positively associated with organizational citizenship behavior; individual accountability and links to organization can fully mediate between the two. The result also showed that if Chinese enterprises wanted to stimulate employees’ organizational citizenship behavior, they should first improve employees’sense of individual accountability and links to organization, It was difficult for them to inspire employees’organizational citizenship behavior through improving job autonomy alone. Key words:OCB; job autonomy; links to organization; individual accountability 1 引言 组织公民行为虽然不能为实现任务绩效提供直接的支持，但是它可以通过维持和改善组织中社会和心理环境的发展，对任务绩效起到促进作用［1］。如何激发员工的组织公民行为成为组织和人力资源管理领域一个备受关注的研究问题。 Organ、Podsakoff和MacKenzie［2］回顾关于组织公民行为的研究成果时指出：这个领域以后的研究重点应该是个人、组织和工作特征在激发组织公民行为过程中的中介因素。现有关于激发组织公民行为的研究多关注组织特征和组织公民行为关系，而几乎所有的研究都将工作特征看成一个整体。Hackman和Oldham［3］指出工作特征的五个维度：技能多样性、任务同一性、任务重要性、自主性和反馈度。他们认为工作自主权会影