对主管的情感信任和创新的工作行为:主动技能发展和学习目标定向的影响
Aamir Ali Chughtai1, Shehla R Arifeen2
1Forman Christian College University.
The Journal of psychology
|April 2, 2024
概括
对主管有感情信任的员工表现出更具创新性的工作行为,主动技能发展起着关键的调解作用. 学习目标导向进一步增强了这种关系,促进了技能发展和创新.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 心理学 心理学 心理学
背景情况:
- 对监事的感情信任对于员工的参与和绩效至关重要.
- 创新的工作行为 (IWB) 对组织竞争力至关重要.
- 积极的技能发展和学习目标定向是影响工作场所行为的关键个体因素.
研究的目的:
- 检查对主管的情感信任与创新的工作行为之间的关系.
- 调查主动技能发展的调解作用.
- 探索学习目标导向的调节效应.
主要方法:
- 收集了来自巴基斯坦FMCG公司220名员工的数据.
- 用于测试假设的多重回归分析.
- 启动程序用于确认调解和调节.
主要成果:
- 积极的技能发展部分介绍了监管者信任与IWB之间的联系.
- 学习目标导向积极调节了监督者信任和主动技能发展之间的关系.
- 学习目标导向也加强了监管机构对IWB信任的间接影响.
结论:
- 情感信任通过技能发展促进创新,特别是当员工有学习目标导向时.
- 组织应培养监督员的信任和学习目标导向,以加强员工的创新.
- 研究结果提供了对推动新兴经济体创新工作行为的机制的见解.
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