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基于社会认知理论,本研究旨在探讨组织容错感如何以及何时对员工工作绩效起作用。本研究的数据来自江苏省7所高职院校198个教师,提出组织容错感对员工工作绩效影响的被调节的中介理论模型。结果发现:(1)组织容错感正向影响员工工作绩效,员工自我效能感在其中起完全中介作用;(2)员工的工作投入正向调节自我效能感与工作绩效的关系,通过提高自我效能感而提高工作绩效这一做法适用于高工作投入的员工;(3)组织容错感通过员工自我效能感对工作绩效起间接作用,此间接作用的强弱依赖于员工工作投入的变化,即组织容错感的间接作用适用于高工作投入员工。
Abstract：Based on social cognitive theory, we tried to explain when and how feeling of failure inclusion affects individual job performance. Using data for 198 employees of 7 colleges located in Jiangshu province. Result shows:(1)feeling of failure inclusion had unique indirect effects on employee job performance via self-efficacy(2)job involvement moderates the relationship between self-efficacy and job involvement, the positive relationship is stronger when job involvement is higher(3) the indirect effect of feeling of failure inclusion on job performance via self-efficacy is moderated by job involvement, such that the indirect effect is more positive when job involvement is high. Implications for managers are discussed.
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基本信息:
DOI：10.16471/j.cnki.11-2822/c.2016.01.008
中图分类号:F272.92
引用信息:
[1]黄秋风,唐宁玉,葛明磊.组织容错感对员工工作绩效的作用机制及作用情境研究[J].中国人力资源开发,2016,No.343(01):60-66.DOI:10.16471/j.cnki.11-2822/c.2016.01.008.
基金信息:
国家自然科学基金重点项目“新生代员工和人力资源多样化管理:基于包容性的多层次研究(71132003)”资助
2016-01-08
2016-01-08