赵瑜

• 1:广东松山职业技术学院经济管理学院

摘要(Abstract)：

组织变革和可持续发展越来越多地依靠个体主动变革实现，主动变革行为逐渐受到理论界的广泛关注，但现有研究忽视了同事主动变革行为对员工自身潜在的消极影响。鉴于此，文章基于资源保存理论视角，通过构建有调节的中介模型，分析来自5家中小型科技公司328份上级主管-下属配对的3阶段调查数据，阐释同事主动变革行为对员工自我损耗及组织公民行为的作用机理。结果表明，当同事展现更多主动变革行为时会引起员工的自我损耗；同时，随着员工自我损耗程度的增加，员工组织公民行为会减少，即员工自我损耗在同事主动变革行为与员工组织公民行为的关系中起中介作用；此外，员工感知的高承诺人力资源实践能有效削弱同事主动变革行为对员工自我损耗的正向影响，并且使员工自我损耗在同事主动变革行为与员工组织公民行为之间的中介作用得到减弱。

关键词(KeyWords)： 资源保存理论;主动变革行为;自我损耗;组织公民行为;高承诺人力资源实践

Abstract:

Keywords:

基金项目(Foundation): 国家自然科学基金重点项目“共享理念下的多元雇佣：合作型人才管理理论建构与作用机理研究”(71832003);; 广东省教育厅科研项目“共享理念下的内部企业：内部创业团队激励机制研究”(2018GWQNCX058)

作者(Author): 赵瑜

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