组织支持对情感承诺和员工创新行为的影响

摘要

研究结合西方管理理论与中国传统文化现象，以人力资源管理的关系实践对组织支持与情感承诺和员工创新行为之间关系的调节作用为研究焦点，通过对372位员工的问卷调查，运用回归分析方法，发现：当代员工持有两种不同内涵的组织观，分别为“抽象主体组织观”和“关系场域组织观”；HRM的关系实践可能会强化组织的情境地位，使得个体更倾向于将组织理解为人际关系的场域；HRM关系实践在不同性质的组织中发挥的影响存在明显差异；HRM关系实践在态度方面会降低员工对组织的信任、程序公平感和情感依附水平；在行为层面会因私人关系对组织公共资源的非竞争性占有而增加工作竞争的程度，变相地激励员工创新行为。%The research combines western management theory with Chinese traditional culture characteristics,and focuses on the moderating effects of guanxi practice on HRM on the relationship of organizational support to affective commitment and em-ployee innovative behavior. Through the survey of 372 employees, this research finds that employees may hold two different kinds of viewpoints on organizations by applying regression analysis method,which means that employees treat organizations as both abstract subjects and relationship fields. Guanxi practice of HRM may strengthen the organization’s situational status and make individual employee more likely to regard the organization as the relationship field. The impacts of guanxi practice of HRM on different organizations are significantly different. Guanxi practice of HRM may reduce employees’trust in organiza-tions,procedural fairness and level of affective attachment in the aspect of attitude;and may increase the degree of job compe-tition because of personal guanx’s noncompetitive possession to the public resources of organizations and motivate employee in-novative behavior accordingly in the aspect of behavior.