商业研究

商业研究

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人口断裂带、信息断裂带对员工组织公民行为的影响 ——基于任务工作网络理论的分析

綦萌1，朱若茜2，牛雄鹰3   

  1. （1.北京工业大学 经济与管理学院，北京100124；2.哈尔滨理工大学 经济管理学院， 哈尔滨150080；3.对外经济贸易大学 国际商学院，北京100029）
  • 收稿日期:2018-12-26 出版日期:2019-03-16
  • 作者简介:綦萌（1989-），男，山东青岛人，北京工业大学经济与管理学院讲师，管理学博士，研究方向：组织行为与团队差异；朱若茜（1973-），女，哈尔滨人，哈尔滨理工大学经济管理学院副教授，研究方向：管理信息系统；牛雄鹰（1967-），本文通讯作者，男，山东枣庄人，对外经济贸易大学国际商学院教授，管理学博士，研究方向：人力资源管理和国际人才开发与国际劳务合作。
  • 基金资助:
    国家自然科学基金项目，项目编号：71802012，71172154，71640037，71772041；北京市教育科学“十三五”规划项目，项目编号：BCFA18051；北京市教委社科项目，项目编号：SM201910005012；北京市长城学者培养计划项目，项目编号：CIT&TCD20180305。

The Effects of Demographic Faultline and Information Faultline on Employees′ Organizational Citizenship Behaviors: Based on Taskwork Network Theory〖WT〗〖HS）〗

QI Meng1, ZHU Ruo-qian2, NIU Xiong-ying3   

  1. (1. College of Economics & Management,Beijing University of Technology, Beijing 100124,China; 2. School of Economics and Management, Harbin University of Science and Technology, Harbin 150080,China; 3.Business School, University of International Business and Economics, Beijing 100029,China)
  • Received:2018-12-26 Online:2019-03-16

摘要： 在注重“圈子”和人情的中国社会团队是员工活动的重要依托，员工对于“圈子”的关注度是影响其组织公民行为的重要因素。基于任务工作网络理论，本文以山东省137个团队和796位员工的问卷调查结果为研究样本，运用跨层次分析方法构建人口断裂带和信息断裂带影响员工组织公民行为的理论模型，试图验证领导子团队归属和领导情绪智力的调节作用。结果表明，信息断裂带和人口断裂带负向影响员工组织公民行为，领导情绪智力正向调节两种类型断裂带与员工组织公民行为之间关系。上述结论厘清了两种断裂带类型与员工组织公民行为的关系，通过探索两者关系的边界条件证明了两种断裂带的负面作用在高领导情绪智力条件下得到了扭转。

关键词: 团队断裂带, 组织公民行为, 情绪智力, 领导子团队归属, 跨层次

Abstract: With the increasing attention on subgroups and human relationships in Chinese society, employees′ activities are closely related to groups. Employees′ attention to subgroups has become an important factor affecting their organizational citizenship behaviors. Based on taskwork network theory, this study takes a survey from 137 teams and 796 employees in Shandong province as the research sample, and applies cross-level research methods to construct a theoretical model about the influence of demographic faultline and information faultline on employees′ organizational citizenship behavior, trying to test the moderating role of leader inclusion in the subgroups and leaders′ emotional intelligence on this relationship. The results show that both demographic faultline and information faultline have a negative effect on employees′ organizational citizenship behaviors,and leaders′ emotional intelligence positively moderates the relationship between both types of faultline and employees′ organizational citizenship behaviors. The study clarifies the relationship between the two types of faultline and employees′ organizational citizenship behaviors, and confirms the negative effects of the two types of faultline are reversed under the condition of high leadership emotional intelligence.

Key words: group faultline, organizational citizenship behaviors；emotional intelligence, leader inclusion in the subgroups, cross-level