组织行为学中的时间相关研究与未来方向

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董小炜¹, 秦昕¹(

), 陈晨¹, 黄鸣鹏², 邓惠如¹, 周汉森¹, 宋博迪¹

¹中山大学管理学院, 广州 510275
²对外经济贸易大学国际商学院, 北京 100029

收稿日期:2020-05-08出版日期:2021-04-15发布日期:2021-02-22

基金资助:国家自然科学基金项目(71872190);国家自然科学基金项目(71502179);国家自然科学基金项目(71702202);国家自然科学基金项目(72072032);国家自然科学基金项目(71602032);中央高校基本科研业务费专项资金(19wkpy17)

Time related research and future direction in organizational behavior field

DONG Xiaowei¹, QIN Xin¹(

), CHEN Chen¹, HUANG Mingpeng², DENG Huiru¹, ZHOU Hansen¹, SONG Bodi¹

¹School of Business, Sun Yat-sen University, Guangzhou 510275, China
²Business School, University of International Business and Economics, Beijing 100029, China

Received:2020-05-08Online:2021-04-15Published:2021-02-22

摘要/Abstract

摘要： 绝大部分组织行为学研究都是从静态视角聚焦变量在一段时间内的整体平均水平, 而忽视了时间的角色, 如变量在一段时间内的动态变化特征。通过引入时间的角色, 从动态视角关注变量的动态变化特征并探讨其影响因素和结果, 可能为现有研究提供新的、突破性视角, 进而帮助拓展传统管理理论。鉴于其对理论发展的重要性, 近年来, 部分新近研究开始逐步关注时间的角色, 从动态视角探索变量的动态变化特征。然而, 整体来看, 这类研究仍相对较少, 且分散在不同的研究领域, 还未能形成结构化体系。基于此, 在将相关研究按照两个维度——变量的动态变化特征的类别(趋势 vs. 波动)与变量的动态变化特征的角色(自变量 vs. 因变量)分为四大类别后, 系统地回顾和梳理相关研究, 并厘清研究背后的理论机制。最后, 基于以上梳理分析, 未来研究可从关注变量的波动; 考察趋势、波动和整体平均水平等的交互作用等角度出发, 更加全面、系统地扩展组织行为学理论。

图/表 3

图1研究分类框架图

图1研究分类框架图

表1研究分类总结

类别	文献数量	话题	自变量	因变量	文献
趋势是自变量	16	公平	公平感趋势	工作满意度、组织承诺、离职意向	Hausknecht et al. 2011
				工作满意度、情感性组织承诺	Kim et al. 2015
				职场帮助行为	Rubenstein et al. 2019
		领导力	苛责管理行为趋势	工作绩效、组织公民行为、越轨行为	Yu, 2017
			共享领导趋势	团队绩效趋势	Drescher et al. 2014
			领导-成员交换趋势	建言行为	Ng et al. 2014
		员工态度与知觉	工作满意度趋势	离职行为、离职意愿趋势	Chen et al. 2011; Liu et al. 2012
			情感承诺趋势、规范承诺趋势和持续承诺趋势	离职意愿趋势	Bentein et al. 2005
			心理资本趋势	领导评价绩效趋势、客观绩效趋势	Peterson et al. 2011
			团队关系冲突趋势	团队认同	Johnson & Avolio, 2019
			感知的领导组织嵌入感趋势	员工自身组织嵌入感趋势	Ng & Feldman, 2013
			主管支持感趋势	员工组织社会化	Jokisaari & Nurmi, 2009
			感知的组织威望趋势	组织认同感趋势	Zhu et al. 2017
		组织情境	工作复杂性趋势	员工压力趋势	Li et al. 2017
		组织情境	工作场所不文明行为趋势	职业倦怠、离职意愿	Taylor et al. 2017
趋势是因变量	11	公平	人格特质	公平感趋势	Konradt et al. 2016
		领导力	绩效	领导-成员交换水平趋势	Nahrgang et al. 2009
		领导力	自我感知的领导能力	领导身份认同趋势	Miscenko et al. 2017
		员工态度与知觉	与工作变动有关的因素、新来者的经验	工作满意度趋势	Boswell et al. 2009
			工作满意度水平	工作满意度趋势	Ritter et al. 2016
			人岗匹配度	工作满意度趋势、情感性组织承诺趋势	Kim et al. 2020
			职业转换类型	职业倦怠趋势	Dunford et al. 2012
			正念	工作恢复趋势	Hülshegeret al. 2014
			组织信任趋势、尊重感知趋势	自我效能感趋势	Ng & Lucianetti., 2016
			自我效能感趋势	想法的产生、传播和实施趋势	Ng & Lucianetti., 2016
			工作适应初始水平、文化经验、自我评估	工作适应程度趋势	Zhu et al. 2016
		组织情境	领导类型	公平感趋势、角色外行为趋势	Tremblay et al. 2018
波动是自变量	5	公平	公平波动	工作满意度、情绪耗竭	Matta et al. 2017
			人际公平波动	群体自豪感	Matta et al. 2020
			领导公平行为一致性	员工公平感	Qin, Ren, et al. 2018
		情绪劳动	表层动作波动	工作满意度、工作退缩	Scott et al. 2012
		领导力	苛责管理波动	工作绩效、组织公民行为、越轨行为	Yu, 2017
波动是因变量	4	公平	自我控制水平	公平波动	Matta et al. 2017
			对公平的态度	公平行为一致性	Qin, Ren, et al. 2018
			公平感	心率变异性	Herr et al. 2015
		情绪劳动	自我监控	表层动作波动	Scott et al. 2012

表1研究分类总结

类别	文献数量	话题	自变量	因变量	文献
趋势是自变量	16	公平	公平感趋势	工作满意度、组织承诺、离职意向	Hausknecht et al. 2011
				工作满意度、情感性组织承诺	Kim et al. 2015
				职场帮助行为	Rubenstein et al. 2019
		领导力	苛责管理行为趋势	工作绩效、组织公民行为、越轨行为	Yu, 2017
			共享领导趋势	团队绩效趋势	Drescher et al. 2014
			领导-成员交换趋势	建言行为	Ng et al. 2014
		员工态度与知觉	工作满意度趋势	离职行为、离职意愿趋势	Chen et al. 2011; Liu et al. 2012
			情感承诺趋势、规范承诺趋势和持续承诺趋势	离职意愿趋势	Bentein et al. 2005
			心理资本趋势	领导评价绩效趋势、客观绩效趋势	Peterson et al. 2011
			团队关系冲突趋势	团队认同	Johnson & Avolio, 2019
			感知的领导组织嵌入感趋势	员工自身组织嵌入感趋势	Ng & Feldman, 2013
			主管支持感趋势	员工组织社会化	Jokisaari & Nurmi, 2009
			感知的组织威望趋势	组织认同感趋势	Zhu et al. 2017
		组织情境	工作复杂性趋势	员工压力趋势	Li et al. 2017
		组织情境	工作场所不文明行为趋势	职业倦怠、离职意愿	Taylor et al. 2017
趋势是因变量	11	公平	人格特质	公平感趋势	Konradt et al. 2016
		领导力	绩效	领导-成员交换水平趋势	Nahrgang et al. 2009
		领导力	自我感知的领导能力	领导身份认同趋势	Miscenko et al. 2017
		员工态度与知觉	与工作变动有关的因素、新来者的经验	工作满意度趋势	Boswell et al. 2009
			工作满意度水平	工作满意度趋势	Ritter et al. 2016
			人岗匹配度	工作满意度趋势、情感性组织承诺趋势	Kim et al. 2020
			职业转换类型	职业倦怠趋势	Dunford et al. 2012
			正念	工作恢复趋势	Hülshegeret al. 2014
			组织信任趋势、尊重感知趋势	自我效能感趋势	Ng & Lucianetti., 2016
			自我效能感趋势	想法的产生、传播和实施趋势	Ng & Lucianetti., 2016
			工作适应初始水平、文化经验、自我评估	工作适应程度趋势	Zhu et al. 2016
		组织情境	领导类型	公平感趋势、角色外行为趋势	Tremblay et al. 2018
波动是自变量	5	公平	公平波动	工作满意度、情绪耗竭	Matta et al. 2017
			人际公平波动	群体自豪感	Matta et al. 2020
			领导公平行为一致性	员工公平感	Qin, Ren, et al. 2018
		情绪劳动	表层动作波动	工作满意度、工作退缩	Scott et al. 2012
		领导力	苛责管理波动	工作绩效、组织公民行为、越轨行为	Yu, 2017
波动是因变量	4	公平	自我控制水平	公平波动	Matta et al. 2017
			对公平的态度	公平行为一致性	Qin, Ren, et al. 2018
			公平感	心率变异性	Herr et al. 2015
		情绪劳动	自我监控	表层动作波动	Scott et al. 2012

表2与时间相关的理论总结

理论	研究使用数量
理论	趋势是自变量	趋势是因变量	波动是自变量	波动是因变量
格式塔特征理论	5
资源保存理论	3	2
前景理论	3	1
意义建构理论	3
个人螺旋理论	2
记忆重建理论		1
适应理论		1
不确定性管理理论			3
道德自我调节理论				1
情绪波动理论				1

表2与时间相关的理论总结

理论	研究使用数量
理论	趋势是自变量	趋势是因变量	波动是自变量	波动是因变量
格式塔特征理论	5
资源保存理论	3	2
前景理论	3	1
意义建构理论	3
个人螺旋理论	2
记忆重建理论		1
适应理论		1
不确定性管理理论			3
道德自我调节理论				1
情绪波动理论				1

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