摘要
员工即兴行为的触发机制有待深入研究。本文在相关研究的基础上,构建了自我效能感和个体即兴被中介的调节效应模型,其中以个体结果期望为中介变量,组织支持为调节变量。利用82家高新技术产业企业的260份问卷数据,采用层次回归方法对假设进行验证。研究结果显示:自我效能感对个体即兴具有明显的正向作用,个体结果期望在自我效能感与个体即兴中具有部分中介作用,组织支持能强化自我效能感对个体即兴行为的正向作用。研究为深入探寻个体即兴的触发机制和研究个体即兴管理提供了参考。
The trigger mechanism of employee improvisation needs further research. Based on the corresponding research, a concept model of the self-efficacy on individual improvisation is constructed, regarding expectation of indi- vidual outcome as a mediator and organizational support as a moderator. Then the hierarchical regression method is applied to test the hypotheses by means of 260 questionnaires. The results show： self-efficacy has a positive impact on individual improvisation, the expectation of individual outcome plays a mediating role partly between self-efficacy and individual improvisation, organizational support can strengthen the positive impact of self-efficacy and individual improvi- sation. It provides a reference for further exploring trigger mechanism of the individual improvisation and the management of individual improvisation.
作者
丁道韧
陈万明
DING Dao-ren CHEN Wan-mingl(School of Economics Management, Nanjing University of Aeronautics and Astronautics, Nanjing 210016, China School of Law and Politics, Suqian College, Suqian 223800, China)
出处
《预测》
CSSCI
北大核心
2017年第1期21-27,共7页
Forecasting
基金
江苏省教育科学"十二五"规划2013年重点资助项目(B-a/2013/01/031)
2014年国家软科学研究计划资助项目(2014GXS4B054)
关键词
自我效能感
个体即兴
个体结果期望
组织支持
self-efficacy
individual improvisation
expectation of individual outcome
organizational support
