摘要
以探究薪酬晋升知觉对工作绩效的影响机制为目标,在自我调节理论和情感事件理论的视角下,引入组织心理所有权和工作满意度,构建了一个链式中介模型。采用多元回归分析法和Bootstrapping法对298位组织员工的调查数据进行分析,结果表明:①薪酬晋升知觉对任务绩效与关系绩效具有显著的负向影响;②工作满意度在薪酬晋升知觉与任务绩效之间起中介作用,组织心理所有权和工作满意度在薪酬晋升知觉与任务绩效之间起连续中介作用;③组织心理所有权、工作满意度在薪酬晋升知觉和关系绩效之间起中介作用,同时组织心理所有权和工作满意度在薪酬晋升知觉和关系绩效之间起连续中介作用。
Drawing on self-regulation theory and affective events theory,the current study aims to analyze the relationship of perceptions of pay and promotion and performance,and the causal ordering of the mediators(psychological ownership for the organization and job satisfaction).Adopting methods of hierarchical regression analysis and bootstrapping,data obtained from 298 employees reveals that,perceptions of pay and promotion are negatively related to task performance and contextual performance;perceptions of pay and promotion affected task performance through two indirect paths,that is,the mediating role of job satisfaction and the serial mediating roles of both psychological ownership for the organization and job satisfaction;perceptions of pay and promotion affected contextual performance through three indirect paths,that is,the mediating role of psychological ownership for the organization,the mediating role of job satisfaction,and the serial mediating roles of both psychological ownership for the organization and job satisfaction.The present study provides an understanding of the transmitting mechanism through which perceptions of pay and promotion affects job performance.
作者
马学瑾
覃婉静
刘芳
MA Xuejin;QIN Wanjing;LIU Fang(Office of Academic Affairs,WUT,Wuhan 430070,China;不详)
出处
《武汉理工大学学报（信息与管理工程版）》
CAS
2020年第4期361-367,共7页
Journal of Wuhan University of Technology：Information & Management Engineering
基金
国家自然科学基金青年项目(71802063).
关键词
薪酬晋升知觉
任务绩效
关系绩效
组织心理所有权
工作满意度
perceptions of pay and promotion
task performance
contextual performance
psychological ownership for the organization
job satisfaction
作者简介
马学瑾(1976-),女,浙江绍兴人,武汉理工大学教务处助理研究员,主要研究方向为组织行为与人力资源管理;通讯作者:刘芳(1984-),女,湖北仙桃人,广州大学管理学院副教授,博士,主要研究方向为组织行为与人力资源管理.
