论文部分内容阅读
管理好员工与组织的社会交换关系,即员工-组织关系,对企业来说至关重要。目前对员工-组织关系的研究多从员工或企业单向视角进行,双向视角的研究较少。本文在回顾员工和组织两视角的相关研究的基础上,提出和验证了双向视角的员工-组织关系I-P/C模型,发现:(1)发展性投入对员工贡献的影响更强更宽泛;(2)主管和员工对组织投入的认知差异对组织与员工间社会交换关系有一定的调节作用;(3)平衡互惠的员工-组织关系更能同时让员工和组织获益。
Managing the social exchange of employees and organizations, ie, employee-organization relationships, is crucial to the business. At present, most researches on employee-organization relationship are conducted from one-way perspectives of employees or enterprises, and there are few researches on two-way perspectives. On the basis of reviewing the related researches of employees and organizations, this paper proposes and verifies the bi-directional employee-organization relationship IP / C model and finds that: (1) the impact of developmental inputs on employee contributions is stronger and broader; ( 2) The cognitive differences between managers and employees in organizational input have a certain regulatory effect on the social exchange relationship between the organization and employees; (3) The balance of reciprocal employees-organizational relationships can benefit both employees and organizations at the same time.