变革氛围感知和变革承诺:一个调节模型

›› 2017, Vol. 29 ›› Issue (7): 113-121,134.

• 组织行为与人力资源管理 • 上一篇下一篇

变革氛围感知和变革承诺:一个调节模型

柏帅蛟^1,2, 井润田³, 陈璐¹, 李贵卿⁴

1. 电子科技大学经济与管理学院, 成都 611731;
2. 成都理工大学管理科学学院, 成都 610059;
3. 上海交通大学安泰经济与管理学院, 上海 200030;
4. 成都信息工程大学管理学院, 成都 610103

收稿日期:2015-04-21 出版日期:2017-07-28 发布日期:2017-07-15
作者简介:柏帅蛟,电子科技大学经济与管理学院,成都理工大学管理科学学院讲师,博士;井润田,上海交通大学安泰经济与管理学院教授,博士生导师,博士;陈璐,电子科技大学经济与管理学院副教授,博士;李贵卿,成都信息工程大学管理学院教授,博士
基金资助:
国家自然科学基金重点项目（71432005）；国家自然科学基金项目（71272206；71472024）；教育部人文社科基金项目（15YJA630098）。

Perception of Organizational Change Climate and Commitment to Organizational Change: A Moderating Model

Bai Shuaijiao^1,2, Jing Runtian³, Chen Lu¹, Li Guiqing⁴

1. School of Management and Economics, University of Electronic Science and Technology of China, Chengdu 611731;
2. College of Management Science, Chengdu University of Technology, Chengdu 610059;
3. Antai College of Economics & Management, Shanghai Jiao Tong University, Shanghai 200030;
4. School of Management, Chengdu University of Information Technology, Chengdu 610103

Received:2015-04-21 Online:2017-07-28 Published:2017-07-15

摘要/Abstract

摘要：

企业必须持续变革以追求生存和发展，同时又面临变革失败率高的风险。而员工的变革承诺对组织变革具有重要意义，因此得到越来越多的关注，却少有研究关注变革氛围是否、以及如何影响变革承诺。本文基于激励理论视角，结合氛围、变革能力和信任的相关文献构建了一个理论模型，用于解释变革氛围感知和变革承诺的关系，以及变革能力评价和对领导的信任在此关系中的调节作用。基于16家实施"军民结合"战略的军工企业的472份有效问卷的数据建立回归模型，分析结果表明员工感知到的变革氛围与其变革承诺正相关，且这种关系受到对领导的信任和组织变革能力评价的正向调节。文章结尾讨论了研究的意义、局限性和未来研究方向。

关键词: 变革氛围, 变革承诺, 对领导的信任, 变革能力, 军民结合, 调节效应

Abstract:

Nowadays, the complexity and dynamics of external environment force all business organizations to change for survival and de-velopment.Although more and more attention has been paid to the commitment to organizational change, very few researches address the questions of whether and how organizational change climate influences employees' commitment to organizational change.From the per-spective of incentive theory, the current research incorporates relevant literature to build a theoretical model to describe the relationship between individual perception of organizational change climate and commitment to organizational change, and the moderating roles of trust in change leaders and evaluation of change capacity.Based on the data of 472 employees from 16 companies which have implemented the strategic organizational change of "military-civilian-integration policy", the proposed model is tested by a series of regression models.The results indicate that the perception of organizational change climate is positively related to commitment to organizational change, and this relationship is positively moderated by the trust in organizational change leaders and the evaluation of organizational change capacity.The theoretical and practical significance as well as some limitations and future research directions are discussed.

Key words: organizational change climate, commitment to organizational change, organizational change capacity, trust in change lead-ers, military-civilian integration, moderating effect

柏帅蛟, 井润田, 陈璐, 李贵卿. 变革氛围感知和变革承诺:一个调节模型[J]. , 2017, 29(7): 113-121,134.

Bai Shuaijiao, Jing Runtian, Chen Lu, Li Guiqing. Perception of Organizational Change Climate and Commitment to Organizational Change: A Moderating Model[J]. , 2017, 29(7): 113-121,134.

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变革氛围感知和变革承诺:一个调节模型

Perception of Organizational Change Climate and Commitment to Organizational Change: A Moderating Model

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