Influence of Mutual-investment Employment Relationship on Employees' Initiative at Work

Abstract

Abstract: How to promote employees' initiative at work is a scientific management issue in enhancing corporate competitiveness. As a harmonious and effective employment model, the mutual-investment employment relationship is more likely to be welcomed by employees. Based on 432 questionnaires, this paper discusses the mechanism of how mutual-investment employment relationship influences employees' initiative at work, analyzes the mediating role of psychological security, and explores the moderating effect of organizational trust. The research results show that:the mutual-investment employment relationship has a significant positive impact on employees' initiative at work. Psychological security plays a partial mediating role in the relationship between the mutual-investment employment relationship and employees' initiative at work. Organizational trust negatively moderates the relationship of psychological security and employees' initiative at work. On the basis of enriching the influence mechanism of employment mode on employees' behavior, this paper broadens the way of stimulating employees' initiative at work for the best use of their talents.

Key words: mutual-investment employment relationship, employees' initiative at work, psychological security, organizational trust

Miao Bin, Tu Meng. Influence of Mutual-investment Employment Relationship on Employees' Initiative at Work[J]. Management Review, 2021, 33(12): 252-261.

References

[1] 孔靓, 李锡元, 章发旺. 包容型领导对员工主动性行为的影响:组织自尊与差错管理氛围的中介作用[J]. 管理评论, 2020, 32(2):232-243
[2] Grant A. M., Ashford S. J. The Dynamics of Proactivity at Work[J]. Research in Organizational Behavior, 2008, 28:3-34
[3] Parker S. K., Williams H. M., Nick T. Modeling the Antecedents of Proactive Behavior at Work[J]. Journal of Applied Psychology, 2006, 91(3):636-652
[4] 曹曼, 席猛, 赵曙明. 高绩效工作系统对员工主动性行为的影响机制研究——基于社会情境理论视角的跨层次模型[J]. 管理评论, 2020, 32(6):244-254
[5] 贾建锋, 焦玉鑫, 闫佳祺. 伦理型领导对员工主动性行为的影响机制研究[J]. 管理学报, 2020, 17(9):1327-1335
[6] 张光磊, 杨依蓝, 李铭泽, 等. 领导愤怒与员工主动性行为——一个非线性关系的检验[J]. 经济管理, 2019, 41(10):108-122
[7] 杜恒波, 朱千林, 刘春红. 职场负面八卦对主动性行为的影响机制研究:一个有调节的中介模型[J]. 管理评论, 2019, 31(2):190-199
[8] Tsui A. S., Pearce J. L., Porter L. W., et al. Alternative Approaches to the Employee-Organization Relationship:Does Investment in Employees Pay off?[J]. The Academy of Management Journal, 1997, 40(5):1089-1121
[9] 席猛, 刘玥玥, 徐云飞, 等. 基于社会交换理论的多重雇佣关系模式下员工敬业度研究[J]. 管理学报, 2018, 15(8):1144-1152
[10] Hom P. W., Tsui A. S., Wu J. B., et al. Explaining Employment Relationships with Social Exchange and Job Embeddedness[J]. Journal of Applied Psychology, 2009, 94(2):277-297
[11] 张璇, 龙立荣. 相互投资型雇佣关系对员工情绪耗竭的影响:强迫激情的中介作用和权力距离导向的调节作用[J]. 预测, 2017, 36(3):1-7
[12] 赵红丹, 彭正龙, 梁东. 组织信任、雇佣关系与员工知识分享行为[J]. 管理科学, 2010, 23(6):33-42
[13] 游浚, 郑倩倩, 张宁俊. 雇佣关系对知识型员工服务创新行为的影响机制研究[J]. 软科学, 2013, 27(5):101-104
[14] 夏远, 闫昊, 钟远绩. 员工-组织关系对组织公民行为的影响研究:一个被调节的双重中介作用模型[J]. 预测, 2020, 39(3):27-34
[15] 马跃如, 夏冰, 白勇. 雇佣关系模式、智力资本对创新绩效的影响研究:基于民营企业调查样本的实证分析[J]. 管理工程学报, 2018, 32(2):84-94
[16] Jia L., Shaw J. D., Tsui A. S., et al. A Social-Structural Perspective on Employee-Organization Relationships and Team Creativity[J]. The Academy of Management Journal, 2014, 57(3):869-891
[17] Kurtessis J. N., Eisenberger R., Ford M. T., et al. Perceived Organizational Support:A Meta-Analytic Evaluation of Organizational Support Theory[J]. Journal of Management, 2017, 43(6):1854-1884
[18] 徐云飞, 席猛, 赵曙明. 员工-组织关系研究述评与展望[J]. 管理学报, 2017, 14(3):466-474
[19] Parker S. K., Bindl U. K., Strauss K. Making Things Happen:A Model of Proactive Motivation[J]. Journal of Management, 2010, 36(4):827-856
[20] Blau P. M. Exchange and Power in Social Life[M]. New York:Wiley Press, 1964
[21] Lewis J. D., Weigert A. Trust as a Social Reality[J]. Social Forces, 1985, 63(4):967-985
[22] Crant J. M. Proactive Behavior in Organizations[J]. Journal of Management, 2000, 26(3):435-462
[23] Griffin M. A., Neal A., Parker S. K. A New Model of Work Role Performance:Positive Behavior in Uncertain and Interdependent Contexts[J]. The Academy of Management Journal, 2007, 50(2):327-347
[24] Edmondson A. Psychological Safety and Learning Behavior in Work Teams[J]. Administrative Science Quarterly, 1999, 44(2):350-383
[25] Aranzamendez G., James D., Toms R. Finding Antecedents of Psychological Safety:A Step Toward Quality Improvement[J]. Nursing Forum, 2015, 50(3):171-178
[26] Kahn W. A. Psychological Conditions of Personal Engagement and Disengagement at Work[J]. The Academy of Management Journal, 1990, 33(4):692-724
[27] Robinson S. L. Trust and Breach of the Psychological Contract[J]. Administrative Science Quarterly, 1996, 41(4):574-599
[28] Rousseau D. M., Sitkin S. B., Burt R. S., et al. Introduction to Special Topic Forum:Not so Different after All:A Cross-Discipline View of Trust[J]. The Academy of Management Review, 1998, 23(3):393-404
[29] Song L. J., Tsui A. S., Law K. S. Unpacking Employee Responses to Organizational Exchange Mechanisms:The Role of Social and Economic Exchange Perceptions[J]. Journal of Management, 2009, 35(1):56-93
[30] Wang D., Tsui A. S., Zhang Y., et al. Employment Relationships and Firm Performance:Evidence from an Emerging Economy[J]. Journal of Organizational Behavior, 2003, 24(5):511-535
[31] Zhang A. Y., Song L. J., Tsui A. S., et al. Employee Responses to Employment-Relationship Practices:The Role of Psychological Empowerment and Traditionality[J]. Journal of Organizational Behavior, 2014, 35(6):809-830
[32] 银丽萍, 张向前. 员工-组织关系对亲组织非伦理行为的影响研究[J]. 软科学, 2019, 33(4):110-113
[33] 赵曙明, 席猛, 蒋春燕. 人力资源管理重要性与能力对企业雇佣关系模式选择的影响[J]. 经济管理, 2016, 38(4):83-92
[34] 陈国权, 陈子栋. 领导授权行为对员工学习能力影响机制研究[J]. 科研管理, 2017, 38(3):114-127
[35] May D. R., Gilson R. L., Harter L. M. The Psychological Conditions of Meaningfulness, Safety and Availability and the Engagement of the Human Spirit at Work[J]. Journal of Occupational and Organizational Psychology, 2004, 77(1):11-37
[36] Yoo J. Customer Power and Frontline Employee Voice Behavior[J]. European Journal of Marketing, 2017, 51(1):238-256
[37] Seibert S. E., Silver S. R., Randolph W. A. Taking Empowerment to the Next Level:A Multiple-Level Model of Empowerment, Performance, and Satisfaction[J]. The Academy of Management Journal, 2004, 47(3):332-349
[38] Rahim A., Cosby D. M. A Model of Workplace Incivility, Job Burnout, Turnover Intentions, and Job Performance[J]. Journal of Management Development, 2016, 35(10):1255-1265
[39] 石冠峰, 赵婉莹. 情感型领导、心理安全感对员工建言行为的影响——一个有调节的中介模型[J]. 预测, 2020, 39(2):34-40
[40] Avey J. B., Luthans F., Youssef C. M. The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors[J]. Journal of Management, 2010, 36(2):430-452
[41] Mccauley D. P., Kuhnerta K. W. Theoretical Review and Empirical Investigation of Employee Trust in Management[J]. Public Administration Quarterly, 1992, 16(2):265-284
[42] 韩平, 刘向田, 陈雪. 企业员工组织信任、心理安全和工作压力的关系研究[J]. 管理评论, 2017, 29(10):108-119
[43] 徐振亭, 曲怡颖, 罗瑾琏. 自我牺牲型领导对员工工作投入的跨层次影响研究[J]. 科学学与科学技术管理, 2018, 39(11):142-157
[44] Mayer R. C., Davis J. H., Schoorman F. D. An Integrative Model of Organizational Trust[J]. The Academy of Management Review, 1995, 20(3):709-734
[45] Frese M., Fay D., Hilburger T., et al. The Concept of Personal Initiative:Operationalization, Reliability and Validity in Two German Samples[J]. Journal of Occupational & Organizational Psychology, 2011, 70(2):139-161