组织政治行为知觉下员工会助人吗？——基于社会分析理论的解释

摘要/Abstract

摘要：

基于社会分析理论，利用LMS方法，通过2596份配对样本，探讨了组织政治行为知觉与员工助人行为之间的关系机理。研究发现，印象管理动机中介了一般性政治行为知觉与助人行为的负向关系、保持沉默静待好处知觉与助人行为的正向关系，政治技能减弱了印象管理动机的中介效应。结果表明：组织政治行为知觉与助人行为之间的关系受动机和能力的交互影响；不同维度的影响机理存在不同；结果由个体-组织多因素共同决定；实用主义逻辑可解释助人行为的产生。最后，讨论了理论贡献和实践启示，并从研究方法、变量测量、概念界定、分析层次和理论选择5个方面总结了研究不足及展望。

关键词: 组织政治行为知觉, 助人行为, 社会分析理论, 潜调节结构方程模型

Abstract:

Based on the socioanalytic theory, applying LMS method, this study examines the relationship between organizational political behavior perception and employees’ helping behavior through 2,596 paired samples. Results show that impression management motivation mediates the negative relationship between the perception of general political behavior and helping behavior, but maintains a positive relationship between the perception of going along to get ahead and helping behavior; while political skill weakens those mediation effects. These results indicate that the relationship between organizational political behavior perception and helping behavior is influenced by the interaction of motivation and ability; the effect mechanisms of different dimensions are different; the outcomes are co-determined by multi-level factors from individual-organization; and helping behavior could be explained by the logic of pragmaticism. Finally, the theoretical contributions along with practical implications are discussed, and the research limitations and future prospects in terms of method, measurement, definition, analytic level and theoretical basis are pointed out.

Key words: perception of organizational political behavior, helping behavior, socioanalytic theory, latent moderated structural equations

瞿皎姣, 赵宜萱, 赵曙明. 组织政治行为知觉下员工会助人吗？——基于社会分析理论的解释[J]. , 2020, 32(5): 217-232.

Qu Jiaojiao, Zhao Yixuan, Zhao Shuming. Does Organizational Political Behavior Perception Elicit Employee s' Helping Behavior?——An Explanation Based on the Socioanalytic Theory[J]. , 2020, 32(5): 217-232.

参考文献

[1] Pfeffer J. Power in organizations[M]. Boston:Pitman, 1981
[2] 安德鲁·海伍德著,张立鹏译.政治学(第二版)[M].北京:中国人民大学出版社, 2006
[3] 毛寿龙.政治社会学[M].北京:中国社会科学出版社, 2001
[4] 亚里士多德著,颜一,秦典华译.政治学[M].北京:中国人民大学出版社, 2003
[5] Lewin K. Principles of Topological Psychology[M]. New York:McGraw-Hill, 1936
[6] Treadway D. C., Witt L. A., Ferris G. R., et al. The Role of Age in the Perceptions of Politics-Job Performance Relationship:A Three-Study Constructive Replication[J]. Journal of Applied Psychology, 2005,90(5):872-881
[7] Chang C. H., Rosen C. C., Siemieniec G. M., et al. Perceptions of Organizational Politics and Employee Citizenship Behaviors:Conscientiousness and Self-Monitoring as Moderators[J]. Journal of Business and Psychology, 2012,27(4):395-406
[8] 崔勋,瞿皎姣,曹霞.组织政治知觉的研究溯源、现状述评与前沿探析[J].华东经济管理, 2014,28(5):1-7
[9] 张亚军,张军伟,崔利刚,等.组织政治知觉对员工绩效的影响:自我损耗理论的视角[J].管理评论, 2018,30(1):78-88
[10] 阎波,吴建南.问责、组织政治知觉与印象管理:目标责任考核情境下的实证研究[J].管理评论, 2013,25(11):74-84
[11] Miller B. K., Rutherford M. A., Kolodinsky R. W. Perceptions of Organizational Politics:A Meta-Analysis of Outcomes[J]. Journal of Business and Psychology, 2008,22(3):209-222
[12] Chang C. H., Rosen C. C., Levy P. E. The Relationship between Perceptions of Organizational Politics and Employee Attitudes, Strain, and Behavior:A Meta-Analytic Examination[J]. Academy of Management Journal, 2009,52(4):779-801
[13] Bai Y., Han G. H., Harms P. D. Team Conflict Mediates the Effects of Organizational Politics on Employee Performance:A Cross-Level Analysis in China[J]. Journal of Business Ethics, 2016,139(1):95-109
[14] 崔勋,瞿皎姣.组织政治知觉对组织公民行为的影响辨析——基于国有企业员工印象管理动机的考察[J].南开管理评论, 2014,17(2):129-141
[15] 瞿皎姣,曹霞,崔勋.基于资源保存理论的组织政治知觉对国有企业员工工作绩效的影响机理研究[J].管理学报, 2014,11(6):852-860
[16] 曹霞,崔勋,瞿皎姣.国有企业员工组织政治知觉对组织公民行为的双重影响机制研究[J].管理学报, 2016,13(10):1462-1470
[17] Romm T., Drory A. Political Behavior in Organizations:A Cross-Cultural Comparison[J]. International Journal of Valued Based Management, 1988,1(2):97-113
[18] 王亚南.中国官僚政治研究[M].北京:中国社会科学出版社, 1981
[19] 毛畅果,孙健敏.组织中的求助行为[J].心理科学进展, 2011,19(5):731-739
[20] 宝贡敏,钱源源.研发团队成员多维忠诚对帮助行为的影响研究[J].科研管理, 2011,32(3):113-120
[21] 宋珂,金国华,李铭泽.组织中的助人行为:前因、后果及作用机制[J].中国人力资源开发, 2018,35(6):6-16
[22] Kalshoven K., Hartog D. N. D., Hoogh A. H. B. D. Ethical Leadership and Follower Helping and Courtesy:Moral Awareness and Empathic Concern as Moderators[J]. Applied Psychology, 2013,62(2):211-235
[23] 陈继红.儒家"仁"德与他者的痛——"道德冷漠"问题救治的道德哲学之思[J].中国人民大学学报, 2014,28(2):54-63
[24] Lawler E. E. Ability as a Moderator of the Relationship between Job Attitudes and Job Performance[J]. Personnel Psychology, 1966,19(2):153-164
[25] Blickle G., Hogan R. Socioanalytic Theory of Personality[A]. In Zeigler-Hill V., Shackelford T. K.(Eds.), Encyclopedia of Personality and Individual Differences[C]. New York:Meteor Springer, Cham, 2017
[26] Rosenfeld P. Impression Management, Fairness, and the Employment Interview[J]. Journal of Business Ethics, 1997,16(8):801-808
[27] Halbesleben J. R. B., Bowler W. M., Bolino M. C., et al. Organizational Concern, Prosocial Values, or Impression Management?How Supervisors Attribute Motives to Organizational Citizenship Behavior[J]. Journal of Applied Social Psychology, 2010,40(6):1450-1489
[28] 杨国枢.中国人与自然、他人、自我的关系[A].文崇一,萧新煌.中国人:观念与行为[C].北京:中国人民大学出版社, 2013
[29] Hwang A., Ang S., Francesco A. M. The Silent Chinese:The Influence of Face and Kiasuism on Student Feedback-Seeking Behaviors[J]. Journal of Management Education, 2002,26(1):70-98
[30] Takeuchi R., Bolino M. C., Lin C. C. Too Many Motives?The Interactive Effects of Multiple Motives on Organizational Citizenship Behavior[J]. Journal of Applied Psychology, 2015,100(4):1239-1248
[31] 金耀基."面"、"耻"与中国人行为之分析[A].杨国枢.中国人的心理[C].北京:中国人民大学出版社, 2012
[32] 谢俊,汪林,储小平.关系视角的经理人反馈寻求行为:心理预期和政治技能的影响[J].南开管理评论, 2013,16(4):4-12
[33] 向常春,龙立荣.参与型领导与员工建言:积极印象管理动机的中介作用[J].管理评论, 2013,25(7):156-166
[34] Hogan R., Blickle G. Socioanalytic Theory:Basic Concepts, Supporting Evidences, and Practical Implications[A]. In Zeigler-Hill V., Shackelford T. K.(Eds.110-129), The SAGE Handbook of Personality and Individual Differences[C]. Thousand Oaks, CA:SAGE, 2018
[35] Blickle G., Fr hlich J. K., Ehlert S., et al. Socioanalytic Theory and Work Behavior:Roles of Work Values and Political Skill in Job Performance and Promotability Assessment[J]. Journal of Vocational Behavior, 2011,78(1):136-148
[36] Cheung G. W., Lau R. S. Testing Mediation and Suppression Effects of Latent Variables:Bootstrapping with Structural Equation Models[J]. Organizational Research Methods, 2008,11(2):296-325
[37] Ledgerwood A., Shrout P. E. The Trade-Off between Accuracy and Precision in Latent Variable Models of Mediation Processes[J]. Journal of Personality and Social Psychology, 2011,101(6):1174-1188
[38] Cheung G. W., Lau R. S. Accuracy of Parameter Estimates and Confidence Intervals in Moderated Mediation Models:A Comparison of Regression and Latent Moderated Structural Equations[J]. Organizational Research Methods, 2017,20(4):746-769
[39] Sardeshmukh S. R., Vandenberg R. J. Integrating Moderation and Mediation:A Structural Equation Modeling Approach[J]. Organizational Research Methods, 2017,20(4):721-745
[40] 方杰,温忠麟.基于结构方程模型的有调节的中介效应分析[J].心理科学, 2018,41(2):453-458
[41] Hogan J., Holland B. Using Theory to Evaluate Personality and Job-Performance Relations:A Socioanalytic Perspective[J]. Journal of Applied Psychology, 2003,88(1):100-112
[42] Hogan R., Shelton D. A. Socioanalytic Perspective on Job Performance[J]. Human Performance, 1998,11(2-3):129-144
[43] Ferris G. R., Harrell-Cook G., Dulebohn J. Organizational Politics:The Nature of the Relationship between Politics Perceptions and Political Behavior[J]. Research in the Sociology of Organizations, 2000,17(17):89-130
[44] Ferris G. R., Kacmar K. M. Perceptions of Organizational Politics[J]. Journal of Management, 1992,18(1):93-116
[45] Kacmar K. M., Carlson D. S. Further Validation of the Perceptions of Politics Scale (POPS):A Multiple Sample Investigation[J]. Journal of Management, 1997,23(5):627-658
[46] Kacmar K. M., Ferris G. R. Perceptions of Organizational Politics Scale (POPS):Development and Construct Validation[J]. Educational and Psychological Measurement, 1991,51(1):193-205
[47] Tushman M. L. A Political Approach to Organizations:A Review and Rationale[J]. Academy of Management Review, 1977,2(2):206-216
[48] Rosen C. C., Levy P. E., Hall R. J. Placing Perceptions of Politics in the Context of the Feedback Environment, Employee Attitudes, and Job Performance[J]. Journal of Applied Psychology, 2006,91(1):211-220
[49] Hsiung H. H., Lin C. W., Lin C. S. Nourishing or Suppressing?The Contradictory Influences of Perception of Organizational Politics on Organizational Citizenship Behaviour[J]. Journal of Occupational and Organizational Psychology, 2012,85(2):258-276
[50] Eldor L. Looking on the Bright Side:The Positive Role of Organisational Politics in the Relationship between Employee Engagement and Performance at Work[J]. Applied Psychology, 2017,66(2):233-259
[51] Landells E. M., Albrecht S. L. The Positives and Negatives of Organizational Politics:A Qualitative Study[J]. Journal of Business&Psychology, 2017,32(1):41-58
[52] 钟毅平,杨子鹿,范伟.自我——他人重叠对助人行为的影响:观点采择的调节作用[J].心理学报, 2015,47(8):1050-1057
[53] Farh J. L., Earley P. C., Lin S. C. Impetus for Action:A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society[J]. Administrative Science Quarterly, 1997,42(1):421-444
[54] Podsakoff P. M., Mackenzie S. B., Paine J. B., et al. Organizational Citizenship Behaviors:A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research[J]. Journal of Management, 2000,26(3):513-563
[55] Organ D. W., Ryan K. A Meta-Analytic Review of Attitudinal and Dispositional Predictors of Organizational Citizenship Behavior[J]. Personnel Psychology, 1995,48(4):775-802
[56] Podsakoff P. M., Ahearne M., Mackenzie S. B. Organizational Citizenship Behavior and the Quantity and Quality of Work Group Performance[J]. Journal of Applied Psychology, 1997,82(2):262-270
[57] 何霞红.助人行为两难现象的心理机制探析[J].教育评论, 2013,(3):54-56
[58] Geller D., Bamberger P. A. The Impact of Help Seeking on Individual Task Performance:The Moderating Effect of Help Seekers'Logics of Action[J]. Journal of Applied Psychology, 2012,97(2):487-497
[59] Hargadon A. B., Bechky B. A. When Collections of Creatives Become Creative Collectives:A Field Study of Problem Solving at Work[J]. Organization Science, 2006,17(4):484-500
[60] Zhu Y., Syed A. How Transformational Leadership Influences Follower Helping Behavior:The Role of Trust and Prosocial Motivation[J]. Journal of Organizational Behavior. 2014,35(3):373-392
[61] Grodal S., Nelson A. J., Siino R. M. Help-Seeking and Help-Giving as an Organizational Routine:Continual Engagement in Innovative Work[J]. Academy of Management Journal, 2014,58(1):136-168
[62] Whiting S. W., Podsakoff P. M., Pierce J. R. Effect of Task Performance, Helping, Voice, and Organizational Loyalty on Performance Appraisal Ratings[J]. Journal of Applied Psychology, 2008,93(1):125-139
[63] 王永跃,祝涛,王健.伦理型领导、互动公平与员工帮助行为:亲社会动机的调节作用[J].应用心理学, 2014,20(1):60-66
[64] 包玲玲,王韬.转型背景下雇佣关系模式对员工助人行为的影响[J].管理学报, 2011,8(11):1646-1654
[65] 刘蕴,李燕萍,涂乙冬.员工为什么乐于助人?多层次的领导-部属交换对帮助行为的影响[J].心理学报, 2016,48(4):385-397
[66] 涂乙冬.领导-部属交换与员工帮助行为:一项三维交互研究[J].管理科学, 2013,26(5):30-38
[67] 王三银,刘洪,刘润刚.类亲情交换关系视角下家庭支持型主管行为对员工帮助行为的影响研究[J].管理学报, 2018,15(7):980-987
[68] 夏勉,王远伟.状态共情、情境安全程度对助人行为的影响——人际信任的调节作用[J].华中师范大学学报(人文社会科学版), 2015,54(4):168-176
[69] 段锦云,王国轩,田晓明.恐惧管理理论视角下死亡凸显和权力感对助人行为的影响[J].应用心理学, 2018,24(2):153-163
[70] 朱玥,王永跃.服务型领导对员工工作结果的影响:亲社会动机的中介效应和互动公平的调节效应[J].心理科学, 2014,37(4):968-972
[71] 刘蕴.道德型领导对员工帮助行为的影响机制——基于自我概念的视角[J].经济管理, 2016,38(1):84-93
[72] 田立法.支持型人力资源管理系统与员工帮助行为:个体层面心理机制的检验[J].中央财经大学学报, 2015,(3):92-100
[73] Bolino M. C. Citizenship and Impression Management:Good Soldiers or Good Actors?[J]. Academy of Management Review, 1999,24(1):82-98
[74] Bolino M. C., Turnley W. H., Niehoff B. P. The Other Side of the Story:Reexamining Prevailing Assumptions about Organizational Citizenship Behavior[J]. Human Resource Management Review, 2004,14(2):229-246
[75] Bolino M. C., Anthony C. K., William H. T., et al. Exploring the Dark Side of Organizational Citizenship Behavior[J]. Journal of Organizational Behavior, 2012,34(4):542-559
[76] Hui C., Lam S. S. K., Law K. K. Instrumental Values of Organizational Citizenship Behavior for Promotion:A Field Quasi-Experiment[J]. Journal of Applied Psychology, 2000,85(5):822-828
[77] Choi B. K., Moon H. K., Chun J. U. Impression Management Motive and Voice:Moderating Effects of Self-Monitoring, Self-Efficacy, and Voice Instrumentality[J]. Asian Journal of Social Psychology, 2015,18(3):225-235
[78] 郑晓明,王倩倩.伦理型领导对员工助人行为的影响:员工幸福感与核心自我评价的作用[J].科学学与科学技术管理, 2016,37(2):149-160
[79] Danaeefard H., Balutbazeh A. E., Kashi K. H. A. Good Soldiers'Perceptions of Organizational Politics Understanding the Relation Between Organizational Citizenship Behaviors and Perceptions of Organizational Politics:Evidence from Iran[J]. European Journal of Economics, Finance, and Administrative Sciences, 2010,18(1):146-162
[80] 吴坤津,冯镜铭,刘善仕.年功导向人力资源实践与保持沉默静待好处:年龄的调节作用[J].中国人力资源开发, 2018,35(4):21-30
[81] Dahling J. J., Whitaker B. G. When can Feedback-Seeking Behavior Result in a Better Performance Rating?Investigating the Moderating Role of Political Skill[J]. Human Performance, 2016,29(2):1-16
[82] Andrews M. C., Kacmar K. M., Harris K. J. Got Political Skill?The Impact of Justice on the Importance of Political Skill for Job Performance[J]. Journal of Applied Psychology, 2009,94(6):1427-1437
[83] Gangestad S. W., Snyder M. Self-monitoring:Appraisal and Reappraisal[J]. Psychological Bulletin, 2000,126(4):530-555
[84] Flynn F. J., Reagans R. E., Amanatullah E. T., et al. Helping One's Way to the Top:Self-Monitors Achieve Status by Helping Others and Knowing Who Helps Whom[J]. Journal of Personality&Social Psychology, 2006,91(6):1123-1137
[85] Rousseau D. M., Fried Y. Location, Location, Location:Contextualizing Organizational Research[J]. Journal of Organizational Behavior, 2001,22(1):1-13
[86] Brislin R. W. Back-Translation for Cross-Cultural Research[J]. Journal of Cross-Cultural Psychology, 1970,1(3):185-216
[87] 吴湘繁,关浩光,马洁.员工为什么热衷于构建职场关系网络——基于特质激发理论的实证研究[J].外国经济与管理, 2015,37(6):50-63
[88] Cho H. T., Yang J. S. How Perceptions of Organizational Politics Influence Self-Determined Motivation:The Mediating Role of Work Mood[J]. Asia Pacific Management Review, 2018,23(1):60-69
[89] Farh J. L., Zhong C. B., Organ D. W. Organizational Citizenship Behavior in the People's Republic of China[J]. Organization Science, 2004,15(2):241-253
[90] Farh J. L., Hackett R. D., Liang J. Individual-Level Cultural Values as Moderators of Perceived Organizational Support-Employee Outcome Relationships in China:Comparing the Effects of Power Distance and Traditionality[J]. Academy of Management Journal, 2007,50(3):715-729
[91] Bolino M. C., Turnley W. H. Measuring Impression Management in Organizations:A Scale Development Based on the Jones and Pittman Taxonomy[J]. Organizational Research Methods, 1999,2(2):187-206
[92] 冯明,李聪.国有企业员工印象管理与职业生涯成功的关系研究——政治技能的调节作用[J].中国软科学, 2010,(12):115-124
[93] Lennox R. D., Wolfe R. N. Revision of the Self-Monitoring Scale[J]. Journal of Personality and Social Psychology, 1984,46(6):1349-1364
[94] O'Cass A. A Psychometric Evaluation of a Revised Version of the Lennox and Wolfe Revised Self-Monitoring Scale[J]. Psychology&Marketing, 2000,17(5):397-419
[95] Brouer R. L., Harris K. J, Kacmar K. M. The Moderating Effects of Political Skill on the Perceived Politics-Outcome Relationships[J]. Journal of Organizational Behavior, 2011,32(6):869-885
[96] Geiser C., Eid M., Nussbeck F. W. On the Meaning of the Latent Variables in the CT~C (M~1) Model:A Comment on Maydeuolivares and Coffman (2006)[J]. Psychological Methods, 2008,13(1):49-57
[97] Dulac T., Coyleshapiro J. A. M., Henderson D. J., et al. Not All Responses to Breach Are the Same:The Interconnection of Social Exchange and Psychological Contract Processes in Organizations[J]. Academy of Management Journal, 2008,51(6):1079-1098
[98] Williams L. J., Cote J. A., Buckley M. R. Lack of Method Variance in Self-Reported Affect and Perceptions at Work:Reality or Artifact?[J]. Journal of Applied Psychology, 1989,74(3):462-468
[99] Fornell C., Larcker D. F. Evaluating Structural Equation Models with Unobservable Variables and Measurement Error[J]. Journal of Marketing Research, 1981,18(1):39-50
[100] Tsui A. S., Ashford S. J., St Clair L., et al. Dealing with Discrepant Expectations:Response Strategies and Managerial Effectiveness[J]. Academy of Management Journal, 1995,38(6):1515-1543
[101] Anderson J. C., Gerbing D. W. Structural Equation Modeling in Practice:A Review and Recommended Two-Step Approach[J]. Psychological Bulletin, 1988,103(3):411-423
[102] Williams J., Mackinnon D. P. Resampling and Distribution of the Product Methods for Testing Indirect Effects in Complex Models[J]. Structural Equation Modeling, 2008,15(1):23-51
[103] Klein A. G., Moosbrugger H. Maximum Likelihood Estimation of Latent Interaction Effects with the LMS Method[J]. Psychometrika, 2000,65(4):457-474
[104] Maslowsky J., Jager J., Hemken D. Estimating and Interpreting Latent Variable Interactions:A Tutorial for Applying the Latent Moderated Structural Equation[J]. International Journal of Behavioral Development, 2015,39(1):87-96
[105] Hayes A. F. Introduction to Mediation, Moderation, and Conditional Process Analysis:A Regression-Based Approach (2nd Ed)[M]. New York:Guilford Press, 2018
[106] Edwards J. R., Lambert L. S. Methods for Integrating Moderation and Mediation:A General Analytical Framework Using Moderated Path Analysis[J]. Psychological Methods, 2007,12(1):1-22
[107] Kacmar K. M., Andrews M. C., Harris K. J., et al. Ethical Leadership and Subordinate Outcomes:The Mediating Role of Organizational Politics and the Moderating Role of Political Skill[J]. Journal of Business Ethics, 2013,115(1):33-44
[108] Tedeschi J. T., Melburg V. Impression Management and Influence in the Organization[J]. Research in the Sociology of Organizations, 1984,3:31-58
[109] Spitzmuller M., Van Dyne L. Proactive and Reactive Helping:Contrasting the Positive Consequences of Different Forms of Helping[J]. Journal of Organizational Behavior, 2012,34(4):560-580
[110] Wiltshire J., Bourdage J., Lee K. Honesty-Humility and Perceptions of Organizational Politics in Predicting Workplace Outcomes[J]. Journal of Business Psychology, 2014,29(2):235-251