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Organizational disidentification and change-oriented citizenship behavior
European Management Journal ( IF 6.110 ) Pub Date : 2021-02-15 , DOI: 10.1016/j.emj.2021.02.002
Dirk De Clercq 1
Affiliation  

This study proposes that the extent to which employees have disidentified with their organization might reduce the likelihood that they undertake change-oriented citizenship behavior, though this negative link might be buffered by employees’ access to two personal resources (self-enhancement motive and benevolence) and two contextual resources (citizenship climate and job involvement). To test these theoretical predictions, the study gathers survey data from employees in the telecommunications sector in Canada. The results show that prior organizational disidentification curtails voluntary efforts to improve current organizational practices, but this effect is weaker when employees (1) find it important to make a good impression on others, (2) are benevolent toward others, (3) perceive that their organization encourages voluntary efforts, and (4) are highly involved with their jobs. These four factors accordingly diminish the risk that the extent to which employees have cognitively separated from their employer escalates into a reluctance to add to organizational effectiveness on a voluntary basis.



中文翻译:

组织去认同和变革导向的公民行为

本研究提出,员工对其组织的不认同程度可能会降低他们采取以变革为导向的公民行为的可能性,尽管这种负面联系可能会因员工获得两种个人资源(自我提升动机和仁慈)而得到缓冲和两个背景资源(公民氛围和工作参与)。为了检验这些理论预测,该研究收集了加拿大电信部门员工的调查数据。结果表明,先前的组织否认会减少改善当前组织实践的自愿努力,但当员工 (1) 发现给他人留下好印象很重要时,(2) 对他人仁慈,(3) 认为他们的组织鼓励志愿工作,(4) 高度参与他们的工作。这四个因素相应地降低了员工在认知上与雇主分离的程度升级为不愿在自愿基础上增加组织效率的风险。

更新日期:2021-02-15
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