工作与家庭支持的调解和家庭支持主管之间的情感承诺行为和工作场所的偏差
Siyuan Lei1, Yangzi Zhang1, Kenny S L Cheah2
1Henan Institution of Economics and Trade, Malaysia.
Heliyon
|November 30, 2023
概括
家庭支持性监督者行为 (FSSB) 减少了员工的工作场所偏差行为 (WDB). 情感承诺调解了这种效果,归因可以调节这种关系,提供实际的组织策略.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
背景情况:
- 工作场所偏差行为 (WDB) 对组织的可持续性构成重大威胁.
- 现有的研究表明,在理解影响WDB的变量方面存在不一致.
- 监管机构在缓解WDB方面的作用需要进一步调查.
研究的目的:
- 检查家庭支持性监督者行为 (FSSB) 对员工WDB的影响.
- 调查情感承诺在FSSB-WDB关系中的调解作用.
- 探索工作-家庭支持性行为归因和个人生活归因的缓解效应.
主要方法:
- 使用描述和推断统计的定量研究.
- 分析了321个有效的员工调查.
- 假设测试以确定FSSB,WDB,情感承诺和归因之间的关系.
主要成果:
- 发现FSSB会对员工的WDB产生负面影响.
- 情感承诺在很大程度上调解了FSSB和WDB之间的关系.
- 工作-家庭支持行为归因和个人生活归因缓和了情感承诺和WDB之间的负面关系.
结论:
- FSSB是减少WDB的有效策略.
- 加强情感承诺可以加强FSSB的积极影响.
- 组织可以利用属性来进一步管理WDB并改善组织行为.
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