员工经验的高效工作系统在促进员工帮助和发声:员工对主管的近端感知和信任的作用

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2019-03-15 DOI:10.1080/08959285.2019.1587765

Chun-Hsiao Wang, V. Baba, R. Hackett, Ying Hong

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引用次数: 16

摘要

相对于之前关于高效工作系统(HPWS)与员工的声音和帮助之间正相关的研究，我们研究了更广泛的反映员工能力、动机和机会的中介，以扩大他们基于公民的角色定义。对管理者的信任也作为所讨论关系的边界条件进行了研究。从208对主管-员工组合中收集的4波多源数据表明，员工对声音的效能感、工具性和自主性感知介导了员工经验高绩效员工和声音扩展角色定义之间的关联。工具性在员工经验高帮助与扩展的帮助角色定义之间起中介作用。员工的角色定义介导了员工经历过的高绩效服务与主管评价的帮助和声音之间的正相关。对主管的信任正调节了中介效应。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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Employee-experienced High-performance Work Systems in Facilitating Employee Helping and Voice: The Role of Employees’ Proximal Perceptions and Trust in the Supervisor

ABSTRACT Relative to previous research concerning the positive association between high-performance work systems (HPWS) and employees’ voice and helping, we examined a wider range of mediators reflecting employees’ ability, motivation, and opportunity to expand their citizenship-based role definitions. Trust in the supervisor was also investigated as a boundary condition on the relationships in question. Multisource data, collected in 4 waves, from 208 supervisor–employee dyads showed that employees’ efficacy, instrumentality, and autonomy perceptions concerning voice mediated the association between employee-experienced HPWS and expanded role definition for voice. Instrumentality mediated the relationship between employee-experienced HPWS and expanded role definition for helping. The positive links between employee-experienced HPWS and both supervisor-rated helping and voice were mediated by employees’ role definitions. Trust in the supervisor positively moderated the mediated effects.

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.