感知到的组织支持和结果:通过群体参与模型的视角,认同的作用,自豪感和尊重

Irene Tsachouridi, Irene Nikandrou
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引用次数: 0

摘要

根据群体参与模型,认同是一个多维的概念,它不仅包括组织认同的认知成分,还包括骄傲和尊重的评估成分(Blader & Tyler, 2009)。在本研究中,我们采用群体参与模型的视角和社会认同的多维概念化来考察组织支持感知(POS)对员工支持组织意愿和离职意向的影响。更具体地说,我们研究了社会认同的三个方面(认同、骄傲和尊重)是否可以解释POS与其结果之间的关系。通过这样做,我们深入了解了这些成分解释POS-结果关系的独特力量,并有助于更好地理解POS的结果(Kurtessis等人,2017)。为了提供具有高外部效度的可概括性研究结果,我们进行了一项包括579名员工样本的定量实地研究。研究结果表明,认同可以部分解释组织支持意愿与组织支持意愿之间的关系,而认同和自豪感可以部分中介组织支持意愿与组织支持意愿之间的关系。这些发现具有重要的实际意义,为管理者提供了有用的见解,了解员工如何解释和回应支持的感知
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Perceived organizational support and outcomes: A view through the lens of the group engagement model, the role of identification, pride and respect
According to the group engagement model, identity is a multidimensional concept, which incorporates not only the cognitive component of organizational identification but also the evaluative component of pride and respect (Blader & Tyler, 2009). In this study, we adopt the perspective of the group engagement model and the multidimensional conceptualization of social identity in order to examine the effects of perceived organizational support (POS) and two key employee outcomes, willingness to support the organization and intent to quit. More specifically, we examine whether the three aspects of social identity (identification, pride, and respect) can explain the relationship between POS and its outcomes. By doing so, we gain insight into the unique power of these components to explain the POS-outcome relationship and we contribute to a better understanding of the outcomes of POS (Kurtessis et al., 2017). Trying to provide generalizable findings with high external validity, we conducted a quantitative field study including a sample of 579 employees. Our findings indicate that identification partially explains the relationship between POS and willingness to support the organization, while identification and pride are able to partially mediate the POS-intent to quit the relationship. These findings have significant practical implications providing managers useful insight into how employees interpret and respond to perceptions of support
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