论文部分内容阅读
以自我认知为分析视角,检验了资历过高感知影响员工组织公民行为的认知机制及其边界条件。基于235份主管-下属配对样本,实证分析结果表明:资历过高感知负向影响组织指向的组织公民行为,对人际指向的组织公民行为的影响不显著,组织自尊在资历过高感知与组织指向的组织公民行为之间起到了部分中介作用,心理脱离负向调节资历过高感知对组织自尊的负向影响,并调节了组织自尊的中介作用。消极情感特质对资历过高感知与组织自尊的调节作用不显著。
From the perspective of self-cognition, this paper examines the cognitive mechanism and its boundary conditions that perceive the impact of over-seniority on organizational citizenship behavior of employees. Based on the sample of 235 executive-subordinate counterparts, empirical analysis shows that: seniority perception negatively influences the organizational citizenship behavior that the organization points to, which has no significant effect on organizational citizenship behavior at the interpersonal orientation, and organizational self-esteem perceives that the seniority perception and organizational orientation The organizational citizenship behavior played a partial mediating role. Psychological deviation negatively regulates the negative influence of seniority on perceived organizational self-esteem and regulates the intermediary role of organizational self-esteem. Negative emotion has no significant effect on the adjustment of perceived seniority and organizational self-esteem.