远程工作许可与员工生产越轨行为的关系研究:影响机制与边界条件

摘要

远程工作得到广泛的应用的同时,其有效性也存在争议,特别是其对员工生产越轨行为的影响,相关研究结论尚不明确.研究通过分析内部人身份认知、工作自主性的中介效应以及员工远程工作意愿的调节效应,探讨了远程工作许可对生产越轨行为的影响机制与边界条件.实证分析发现,远程工作许可通过提升员工工作自主性,减少了生产越轨行为;远程工作许可通过员工内部人身份认知对生产越轨行为的间接效应不显著,但它可以通过对员工工作自主性与内部人身份认知的双重中介,进而减少生产越轨行为.员工远程工作意愿通过调节以上三种影响机制,触发了远程工作许可对生产越轨行为的关系,即只有在高远程工作意愿的情况下,远程工作许可才能减少生产越轨行为.在研究结论的基础上,提出了组织干预员工生产越轨行为的管理建议.%Telework is widely applied,but its effectiveness of remains controversial.Especially,results of studies on the relationship between telework permission and production deviance have been somewhat mixed.This study analyzes the mediating effect of employees' perceptions of insider status and job autonomy,the moderating effect of telework intention,and the influencing mechanism and boundary conditions linking telework permission to production deviance.Through the empirical analysis,it is found that telework permission decreases production deviance through affecting employees' job autonomy positively.Meanwhile,telework permission cannot influence production deviance through enhancing employees' perceptions of insider status.Besides,telework permission decreases production deviance via the dual mediation of job autonomy and perceptions of insider status.Employees' telework intention moderates the above-mentioned three influencing mechanisms and activates the relationship between telework permission and production deviance.That is,when the telework intention varies from low to high,the relationship comes into existence.The conclusions are enlightening for managers to intervene production deviance behavior.