摘要
本研究探讨领导职业支持对工作团队成员组织公民行为的影响机制,研究采用问卷调查法,以10个地市的66个工作团队303名成员为调查对象,在控制被试的教育程度、工作经验及人口统计学变量之后,运用多层线性模型分析领导职业支持与团队成员心理资本及其组织公民行为的关系。结果发现:(1)领导职业支持对团队成员心理资本和组织公民行为有积极促进作用;(2)无论在团队层次还是员工层次,成员心理资本在领导职业支持与成员组织公民行为之间起完全中介作用。
Today, most organizations, if not all, use team - based work structures to organize its employees. Researchers and entrepreneurs focus on the issue in terms of how to cuhivate organizational resources to build effective work teams to improve organizational performance. Recently, the value of a supportive organizational climate has been recognized. Although previous research has shown a direct relationship between supportive climate and other desirable individual and organizational outcomes, there was little research involving the relationship between supportive climate and employees＇ attitudes and behavior in the work team - based organizational context. The purpose of this article is to explore how career supports offered by supervisors influence their immediate subordinates＇ organizational citizenship behavior in the work team - based organizational context. Sixty - six work teams （ totaling 303 work team members） were sampled from a large state - owned enterprise in a province in East China. Each sampled work team consisted of 3 to 11 members, with an average of 5 persons. The leadership of superior - subordinate relationship in a work team was at least one year. Work team members completed a questionnaire consisting of supervisor career support, psychological capital and organizational citizenship behavior scale. Hierarchical linear modes were applied to analyze the data. When demographic and human capital variables （i. c. , gender, age, marriage, educational level and organizational tenure） were controlled, psychological capital was found to be positively related to organizational citizenship behavior. In addition, work team members＇ supervisor career support was positively associated with both their psychological capital and organizational citizenship behavior. Hierarchical linear modeling results revealed that work team members＇ psycho- logical capital was a mediator between supervisor career support and organizational citizenship behavior at both group level and individual level. Therefore, supervisor career support and psychological capital were valuable interpersonal and mental resources to build effi- cient work teams. This study extended existing research that focused solely on employees＇ variables from individual level to group level, developing a multilevel theory in organizational psychology research. It also suggested several practical implications that supervisor career support and psychological capital were key elements for building efficient work teams. It would be important to recognize that employees＇ psychological capital may also play a role in leveraging what a positive or supportive organizational climate can contribute to positive work attitudes and behaviors at both group level and individual level. In conclusion, the results of this study suggested not only the potential value of employees＇ psYchological capital at group or individual level within organizations, but also the benefits that may result from organizations providing positive, supportive climates. Since psychological capital was ＂state -like＂ and preliminary evidence showed that it could be developed, investing in and developing employees＇ psychological capital may be an example of the new thinking and new approach that are needed for the environment in which today＇s organizations and their leaders find themselves.
出处
《心理科学》
CSSCI
CSCD
北大核心
2014年第2期433-437,共5页
Journal of Psychological Science
基金
国家自然科学基金项目(31271116)
教育部人文社会科学重点研究基地项目(11JJD190005)
广东省高校人文社科研究项目(2012WYXM_0020)
教育部人文社会科学研究青年基金项目(13YJC190029)的资助
关键词
领导职业支持
心理资本
组织公民行为
多层次中介效应
supervisor career support, psychological capital, organizational citizenship behavior, multilevel mediation
作者简介
通讯作者：温忠麟。E—mail：wenzl@scnu．edu．cn
