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通过中国大陆和澳门特别行政区的350份员工-主管的配对问卷调查,以社会认知理论为基础,探讨家庭亲善政策、组织气候与员工行为之间的关系。研究发现,家庭亲善政策与组织气候显著相关;组织气候与员工在职行为显著相关;家庭亲善政策与员工在职行为显著相关。但通过对变量的深入分析发现,组织气候中的人情气候在工作弹性政策与积极行为、退缩行为之间的中介作用不显著;组织气候中的标准气候在工作弹性政策、亲属照顾政策与积极行为之间的中介作用不显著。
Based on the questionnaire survey of 350 employees-supervisors in mainland China and MFA, we conducted a survey on the relationship between family friendly policies, organizational climate and employee behavior based on social cognitive theory. The study found that family friendly policies were significantly related to the organizational climate; organizational climate was significantly related to employees’ on-the-job behavior; and family-friendly policies were significantly related to the employee’s on-the-job behavior. However, through in-depth analysis of variables, it is found that the climate of the human climate in the organizational climate is not an intermediary role between the flexible work policies and the positive behaviors and the retreat behaviors. The standard climate in the organizational climate has a significant difference between work flexibility policy, relative care policy and positive behavior The intermediary role is not significant.