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文章以312名中国企业员工作为样本,探索了组织认同在其间的中介机制以及领导-成员交换的调节效应。研究发现:不同类型的员工-组织关系对员工的工作绩效和组织认同的影响是不同的,其中相互投资型关系模式中的员工工作绩效和组织认同感均为最高,而交易契约型关系模式中的员工工作绩效与组织认同感均为最低;组织认同在上述两种关系模式与工作绩效之间均起部分中介作用;此外,高质量领导-成员交换关系对相互投资型与组织认同、交易契约型与组织认同之间的关系均具有调节作用。
Based on the sample of 312 Chinese employees, the article explores the mediating mechanism of organizational identity and the regulatory effect of leadership-member exchange. The study found that different types of employee-organization relationships have different effects on the employee’s job performance and organizational identity. Among them, employee-job performance and organizational identity are the highest in the mutual investment-oriented model, while in transaction-contractual model Of the staff work performance and organizational identity are the lowest; organizational identity plays a part of the intermediary role between the above two models of relationship and job performance; In addition, high-quality leadership - member exchange relationship mutual investment and organizational identity, transaction contract Relationship between type and organizational identity have a regulatory role.