组织支持感对员工公益意愿的影响： 有调节的中介模型
文献类型：学位论文
| 作者 | 贾志强 |
| 答辩日期 | 2024-06 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 周洁 |
| 关键词 | 组织支持感 认知共情 员工公益意愿 权力动机 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | The Impact of Perceived Organizational Support on Employees' Willingness of Engagement in Prosocial Behaviors: A Moderated Mediation Model |
| 中文摘要 | With the increasing prominence of corporate social responsibility, the importance of employees' participation in prosocial behaviors has gradually been recognized. This study aims to explore the impact of perceived organizational support on employees' willingness to engage in prosocial behaviors, both within the organization and on a broader social level. Focusing on employees within organizations, this research employs a combination of questionnaire surveys and manipulation experiments to reveal how perceived organizational support influence employees' willingness to participate in prosocial behaviors, as well as the mediating role of cognitive empathy and moderating role of power motive. In Study 1, a questionnaire survey was conducted among 300 organizational employees from different regions and industries. The results showed that perceived organizational support had a significant overall effect on employees' willingness to engage in prosocial behaviors. Through the mediating role of cognitive empathy, it positively influenced employees' willingness to participate in prosocial behaviors. This suggests that in a supportive organizational culture, employees are more likely to empathize with others' plight, thereby stimulating a stronger willingness to engage in prosocial behaviors. However, power motivation played a negative moderating role in this process, weakening the positive relationship between cognitive empathy and participation in prosocial behaviors, while it did not weaken the indirect effect of perceived organizational support influencing employees' willingness to engage in prosocial behaviors through cognitive empathy. Based on the findings of Study 1, Study 2 further conducted a manipulation experiment. Through a pre-and post-test questionnaire survey of 354 organizational employees, the study attempted to manipulate their perception of organizational support by reading intervention materials. This was done to investigate the causal effects of perceived organizational support on cognitive empathy and participation in prosocial behaviors. The results supported the hypotheses of Study 1, indicating that a high level of perceived organizational support enhanced employees' cognitive empathy and willingness to engage in prosocial behaviors. Power motivation not only negatively moderated the path from cognitive empathy to the intention to engage in prosocial behaviors but also affected the mediating path through which perceived organizational support influences the intention to engage in prosocial behaviors via cognitive empathy. For individuals with high levels of power motivation, even if perceived organizational support is increased, the positive effect of enhancing employees' cognitive empathy on their willingness to engage in prosocial behaviors will be significantly weakened. Through these two studies, this paper not only reveals the transmission mechanism through which perceived organizational support affects employees' willingness to engage in prosocial behaviors via cognitive empathy but also provides practical guidance for businesses and organizations to enhance employees' willingness to participate in prosocial behaviors. By improving employees' perceived organizational support, their willingness to engage in prosocial activities can be effectively promoted. Meanwhile, considering the negative moderating role of power motivation, organizations should skillfully leverage employees' power motivation and transform it into a positive force that promotes social responsibility through customized management strategies. These practical insights can help organizations and businesses play a greater role in promoting social welfare undertakings. |
| 英文摘要 | 随着企业社会责任的日益凸显，员工参与社会公益行为的重要性也逐渐受到认识。本研究旨在探讨组织支持感对员工从组织内部到更广泛社会层面参与公益行为意愿的影响，以组织内的员工为研究对象，结合问卷调查和操纵实验的方法，揭示组织支持感如何影响员工参与社会公益行为的意愿，以及认知共情的中介作用和个人权力动机的调节效应。 研究一通过问卷调查的方式，调查了来自不同地域和行业的300名组织员工。研究结果显示，组织支持感对员工公益意愿的总效应显著，并通过认知共情的中介作用，正向影响员工的社会公益行为参与意愿。这表明，在组织支持氛围中，员工更容易产生对他人困境的共情，从而激发出更强的参与社会公益行为的意愿。然而，权力动机在这一过程中起到了负向调节作用，它削弱了认知共情到员工公益意愿的正向关系，但权力动机并没有削弱组织支持感通过认知共情影响员工公益意愿的间接效应。 研究二在前者的基础上进一步开展了操纵实验，通过354名组织员工进行前后测问卷调查，尝试通过阅读干预材料的方式操纵他们对组织支持的感知，考察组织支持感对认知共情和员工公益意愿的因果影响。研究结果同样支持了研究一的假设，高组织支持感增强了员工的认知共情和参与社会公益行为的意愿。权力动机不仅对认知共情到员工公益意愿的路径，而且对组织支持感通过认知共情影响员工公益意愿的中介路径均产生了负向调节作用。对于在高权力动机水平的个体而言，即使提高组织支持感，其通过增强员工认知共情水平来 影响员工参与社会公益行为意愿的积极效应也会被显著削弱。 本文通过两个研究，不仅揭示了组织支持感通过认知共情影响员工公益意愿的传递机制，也为企业和组织提供了提升员工社会公益行为参与意愿的实践指导。通过提升员工的组织支持感，可以有效促进其参与社会公益活动的意愿。 同时，考虑到权力动机的负向调节作用，组织应巧妙利用员工的权力动机，通过定制化的管理策略，将其转化为推动社会责任感的积极力量。这些实践启示有助于组织和企业在推动社会公益事业中发挥更大的作用。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48253]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 贾志强. 组织支持感对员工公益意愿的影响： 有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院大学. 2024. |
入库方式： OAI收割
来源：心理研究所
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