), 田薏欣2, 裴玉蓉3 1西南财经大学工商管理学院, 成都 611130
2中国人民大学劳动人事学院, 北京 100872
3成都师范学院, 成都 611130
收稿日期:2019-03-16出版日期:2021-05-15发布日期:2021-03-30通讯作者:杨付E-mail:yfu@swufe.edu.cn基金资助:国家自然科学基金青年科学基金项目(71502141);中央高校基本科研业务费项目(JBK2001020)Job embeddedness: Consequences and theoretical explanation
WU Lunwen1, YANG Fu1(), TIAN Yixin2, PEI Yurong3 1School of Business Administration, Southwestern University of Finance and Economics, Chengdu 611130, China
2School of Labor and Human Resources, Renmin University of China, Beijing 100872, China
3Chengdu Normal University, Chengdu 611130, China
Received:2019-03-16Online:2021-05-15Published:2021-03-30Contact:YANG Fu E-mail:yfu@swufe.edu.cn摘要/Abstract
摘要： 近年来, 工作嵌入(Job embeddedness)作为解释员工离职和留职的新视角, 逐渐受到理论界与实务界的广泛关注和探讨。根据内容分析法(Content analysis), 系统梳理了国内外176篇工作嵌入相关文献, 分别从研究视角、内容分析和发展方向三个方面评述工作嵌入的影响结果。基于此, 总结出6种理论视角：资源保存理论、社会资本理论、计划行为理论、工作-角色依附理论、未来时间透视视角和传染过程视角。以内容分析的方式呈现关于工作嵌入研究的发展趋势和不同视角下工作嵌入影响结果的具体研究情况。未来研究应进一步构建团队工作嵌入理论模型、聚焦跨文化比较下工作嵌入的溢出效应、关注工作嵌入的双刃剑效应以及突出子维度差异化作用。
图/表 5
图1文献系统搜索流程 注：截止日期为2020年5月26日
图1文献系统搜索流程 注：截止日期为2020年5月26日表1作者所在国家、研究领域及样本国家分布
| 作者数量 | 时间 | |||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 2012及以前 | 2013~2014 | 2015~2016 | 2017~2018 | 2019及以后 | 合计 | |||||||
| 所在国家或地区 | ||||||||||||
| 美国 | 83 | 11 | 24 | 22 | 16 | 156 | ||||||
| 中国 | 20 | 9 | 14 | 12 | 31 | 86 | ||||||
| 澳大利亚 | 5 | 6 | 11 | 15 | 1 | 38 | ||||||
| 土耳其 | 8 | 4 | 6 | 6 | 4 | 28 | ||||||
| 中国香港 | 10 | 3 | 2 | 1 | 2 | 18 | ||||||
| 南非 | 1 | 3 | 5 | 3 | 2 | 14 | ||||||
| 英国 | 3 | 0 | 2 | 3 | 0 | 8 | ||||||
| 德国 | 0 | 1 | 4 | 2 | 1 | 8 | ||||||
| 印度 | 0 | 0 | 3 | 1 | 3 | 7 | ||||||
| 日本 | 1 | 1 | 1 | 2 | 0 | 5 | ||||||
| 葡萄牙 | 0 | 0 | 4 | 1 | 0 | 5 | ||||||
| 泰国 | 0 | 0 | 3 | 1 | 0 | 4 | ||||||
| 以色列 | 1 | 1 | 0 | 0 | 1 | 3 | ||||||
| 中国台湾 | 0 | 1 | 2 | 0 | 2 | 5 | ||||||
| 中国澳门 | 3 | 0 | 0 | 0 | 0 | 3 | ||||||
| 其他 | 4 | 3 | 9 | 22 | 11 | 49 | ||||||
| 合计 | 139 | 43 | 90 | 91 | 74 | 437 | ||||||
| 研究领域 | ||||||||||||
| 管理 | 95 | 34 | 67 | 47 | 56 | 299 | ||||||
| 心理学 | 18 | 6 | 14 | 9 | 5 | 52 | ||||||
| 商业 | 19 | 2 | 2 | 5 | 8 | 36 | ||||||
| 社会学 | 8 | 0 | 0 | 2 | 0 | 10 | ||||||
| 教育 | 1 | 1 | 3 | 2 | 1 | 8 | ||||||
| 其他 | 17 | 3 | 11 | 23 | 16 | 70 | ||||||
| 样本国家或地区 | ||||||||||||
| 美国 | 18 | 8 | 5 | 8 | 9 | 48 | ||||||
| 中国 | 8 | 2 | 7 | 7 | 15 | 39 | ||||||
| 南非 | 0 | 1 | 4 | 3 | 2 | 10 | ||||||
| 印度 | 1 | 1 | 3 | 2 | 0 | 7 | ||||||
| 土耳其 | 0 | 1 | 3 | 3 | 0 | 7 | ||||||
| 伊朗 | 2 | 1 | 0 | 2 | 3 | 8 | ||||||
| 泰国 | 0 | 1 | 3 | 1 | 0 | 5 | ||||||
| 日本 | 0 | 1 | 2 | 1 | 0 | 4 | ||||||
| 中国台湾 | 0 | 1 | 2 | 0 | 0 | 3 | ||||||
| 中国澳门 | 1 | 0 | 0 | 0 | 2 | 3 | ||||||
| 英国 | 1 | 0 | 0 | 1 | 0 | 2 | ||||||
| 其他 | 7 | 1 | 1 | 6 | 10 | 25 | ||||||
| 合计 | 38 | 18 | 30 | 34 | 41 | 161 | ||||||
表1作者所在国家、研究领域及样本国家分布
| 作者数量 | 时间 | |||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 2012及以前 | 2013~2014 | 2015~2016 | 2017~2018 | 2019及以后 | 合计 | |||||||
| 所在国家或地区 | ||||||||||||
| 美国 | 83 | 11 | 24 | 22 | 16 | 156 | ||||||
| 中国 | 20 | 9 | 14 | 12 | 31 | 86 | ||||||
| 澳大利亚 | 5 | 6 | 11 | 15 | 1 | 38 | ||||||
| 土耳其 | 8 | 4 | 6 | 6 | 4 | 28 | ||||||
| 中国香港 | 10 | 3 | 2 | 1 | 2 | 18 | ||||||
| 南非 | 1 | 3 | 5 | 3 | 2 | 14 | ||||||
| 英国 | 3 | 0 | 2 | 3 | 0 | 8 | ||||||
| 德国 | 0 | 1 | 4 | 2 | 1 | 8 | ||||||
| 印度 | 0 | 0 | 3 | 1 | 3 | 7 | ||||||
| 日本 | 1 | 1 | 1 | 2 | 0 | 5 | ||||||
| 葡萄牙 | 0 | 0 | 4 | 1 | 0 | 5 | ||||||
| 泰国 | 0 | 0 | 3 | 1 | 0 | 4 | ||||||
| 以色列 | 1 | 1 | 0 | 0 | 1 | 3 | ||||||
| 中国台湾 | 0 | 1 | 2 | 0 | 2 | 5 | ||||||
| 中国澳门 | 3 | 0 | 0 | 0 | 0 | 3 | ||||||
| 其他 | 4 | 3 | 9 | 22 | 11 | 49 | ||||||
| 合计 | 139 | 43 | 90 | 91 | 74 | 437 | ||||||
| 研究领域 | ||||||||||||
| 管理 | 95 | 34 | 67 | 47 | 56 | 299 | ||||||
| 心理学 | 18 | 6 | 14 | 9 | 5 | 52 | ||||||
| 商业 | 19 | 2 | 2 | 5 | 8 | 36 | ||||||
| 社会学 | 8 | 0 | 0 | 2 | 0 | 10 | ||||||
| 教育 | 1 | 1 | 3 | 2 | 1 | 8 | ||||||
| 其他 | 17 | 3 | 11 | 23 | 16 | 70 | ||||||
| 样本国家或地区 | ||||||||||||
| 美国 | 18 | 8 | 5 | 8 | 9 | 48 | ||||||
| 中国 | 8 | 2 | 7 | 7 | 15 | 39 | ||||||
| 南非 | 0 | 1 | 4 | 3 | 2 | 10 | ||||||
| 印度 | 1 | 1 | 3 | 2 | 0 | 7 | ||||||
| 土耳其 | 0 | 1 | 3 | 3 | 0 | 7 | ||||||
| 伊朗 | 2 | 1 | 0 | 2 | 3 | 8 | ||||||
| 泰国 | 0 | 1 | 3 | 1 | 0 | 5 | ||||||
| 日本 | 0 | 1 | 2 | 1 | 0 | 4 | ||||||
| 中国台湾 | 0 | 1 | 2 | 0 | 0 | 3 | ||||||
| 中国澳门 | 1 | 0 | 0 | 0 | 2 | 3 | ||||||
| 英国 | 1 | 0 | 0 | 1 | 0 | 2 | ||||||
| 其他 | 7 | 1 | 1 | 6 | 10 | 25 | ||||||
| 合计 | 38 | 18 | 30 | 34 | 41 | 161 | ||||||
表2不同理论基础的工作嵌入影响结果
| 理论基础 | 时间 | |||||
|---|---|---|---|---|---|---|
| 2012及以前 | 2013~2014 | 2015~2016 | 2017~2018 | 2019及以后 | 合计 | |
| 资源保存理论 | 1 | 2 | 8 | 8 | 3 | 22 |
| 计划行为理论 | 1 | 1 | 0 | 1 | 1 | 4 |
| 社会资本理论 | 3(1) | 1 | 0 | 0 | 0 | 4 |
| 工作-角色依附理论 | 2 | 0 | 1(1) | 0 | 0 | 3 |
| 传染过程理论 | 1 | 1 | 0 | 1 | 0 | 3 |
| 未来时间透视理论 | 0 | 1 | 0 | 1 | 0 | 2 |
表2不同理论基础的工作嵌入影响结果
| 理论基础 | 时间 | |||||
|---|---|---|---|---|---|---|
| 2012及以前 | 2013~2014 | 2015~2016 | 2017~2018 | 2019及以后 | 合计 | |
| 资源保存理论 | 1 | 2 | 8 | 8 | 3 | 22 |
| 计划行为理论 | 1 | 1 | 0 | 1 | 1 | 4 |
| 社会资本理论 | 3(1) | 1 | 0 | 0 | 0 | 4 |
| 工作-角色依附理论 | 2 | 0 | 1(1) | 0 | 0 | 3 |
| 传染过程理论 | 1 | 1 | 0 | 1 | 0 | 3 |
| 未来时间透视理论 | 0 | 1 | 0 | 1 | 0 | 2 |
表3工作嵌入影响结果的研究理论视角
| 理论视角 | 理论基础 | 研究者 | 自变量 | 中介变量 | 结果变量 | 引用次数 |
|---|---|---|---|---|---|---|
| 资源保存理论 | 人们总是努力获取、培育和保护其认为宝贵的资源, 无论是资源潜在或实际的损失, 都将引起个体的紧张和压力(Hobfoll, | Harris et al. | 工作嵌入 | 工作满意度、离职意愿、实际离职率 | 92 | |
| Kiazad et al. | 工作嵌入 | 离职、组织公民行为、反生产行为 | 51 | |||
| Ng & Feldman, | 工作嵌入 | 工作动力, 社交网络行为 | 25 | |||
| Tian et al. | 工作嵌入 | 工作绩效 | 23 | |||
| Thakur & Bhatnagar, | 工作嵌入 | 留职意愿 | 11 | |||
| Cheng, | 工作嵌入 | 销售绩效、离职 | 13 | |||
| Ghosh, | 工作嵌入 | 亲组织非伦理行为 | 11 | |||
| Ampofo et al. | 工作嵌入 | 生活满意度 | 9 | |||
| Ghosh et al. | 工作嵌入 | 角色绩效 | 8 | |||
| Greene et al. | 工作嵌入 | 任务绩效、关系绩效 | 4 | |||
| 计划行为理论 | 行为意向是预测和解释个体行为最直接的因素, 主要受行为态度和主观规范的影响(Ajzen, | Jiang et al. | 工作嵌入 | 离职意愿 | 离职行为 | 139 |
| Peltokorpi et al. | 工作嵌入 | 离职意愿 | 离职行为 | 35 | ||
| 社会资本理论 | 个体通过社会互动关系, 从社会关系网络中获取的资源总和(Nahapiet & Ghoshal, | 买忆媛, 辜雪娜, | 工作嵌入 | 创业活动的集中性和时间跨度 | 39 | |
| Mai & Zheng, | 工作嵌入 | 实施创业、创业绩效 | 5 | |||
| 工作-角色依附理论 | 个体对工作的投入程度会增加他们对工作角色的依恋连接, 加强组织依附感, 由此抗拒如退休、转业等离开当前组织的行为(Carter & Cook, | Smith et al. | 工作嵌入 | 退休 | 32 | |
| Bamberger & Bacharach, | 工作嵌入 | 退休 | 7 | |||
| 传染过程视角 | 离职传染模型和嵌入传染模型。 | Felps et al. | 工作嵌入 | 目睹同事的求职行为 | 离职行为 | 223 |
| Ng & Feldman, | 感知主管工作嵌入 | 组织信任 | 员工工作嵌入 | 55 | ||
| 未来时间透视理论 | 个体对未来目标的预期, 是一种员工对组织未来发展的期望(Seijts, | Ng & Feldman, | 工作嵌入 | 建言行为 | 55 | |
| Ng & Lucianetti, | 工作嵌入 | 学习目标导向 | 建言行为 | 4 |
表3工作嵌入影响结果的研究理论视角
| 理论视角 | 理论基础 | 研究者 | 自变量 | 中介变量 | 结果变量 | 引用次数 |
|---|---|---|---|---|---|---|
| 资源保存理论 | 人们总是努力获取、培育和保护其认为宝贵的资源, 无论是资源潜在或实际的损失, 都将引起个体的紧张和压力(Hobfoll, | Harris et al. | 工作嵌入 | 工作满意度、离职意愿、实际离职率 | 92 | |
| Kiazad et al. | 工作嵌入 | 离职、组织公民行为、反生产行为 | 51 | |||
| Ng & Feldman, | 工作嵌入 | 工作动力, 社交网络行为 | 25 | |||
| Tian et al. | 工作嵌入 | 工作绩效 | 23 | |||
| Thakur & Bhatnagar, | 工作嵌入 | 留职意愿 | 11 | |||
| Cheng, | 工作嵌入 | 销售绩效、离职 | 13 | |||
| Ghosh, | 工作嵌入 | 亲组织非伦理行为 | 11 | |||
| Ampofo et al. | 工作嵌入 | 生活满意度 | 9 | |||
| Ghosh et al. | 工作嵌入 | 角色绩效 | 8 | |||
| Greene et al. | 工作嵌入 | 任务绩效、关系绩效 | 4 | |||
| 计划行为理论 | 行为意向是预测和解释个体行为最直接的因素, 主要受行为态度和主观规范的影响(Ajzen, | Jiang et al. | 工作嵌入 | 离职意愿 | 离职行为 | 139 |
| Peltokorpi et al. | 工作嵌入 | 离职意愿 | 离职行为 | 35 | ||
| 社会资本理论 | 个体通过社会互动关系, 从社会关系网络中获取的资源总和(Nahapiet & Ghoshal, | 买忆媛, 辜雪娜, | 工作嵌入 | 创业活动的集中性和时间跨度 | 39 | |
| Mai & Zheng, | 工作嵌入 | 实施创业、创业绩效 | 5 | |||
| 工作-角色依附理论 | 个体对工作的投入程度会增加他们对工作角色的依恋连接, 加强组织依附感, 由此抗拒如退休、转业等离开当前组织的行为(Carter & Cook, | Smith et al. | 工作嵌入 | 退休 | 32 | |
| Bamberger & Bacharach, | 工作嵌入 | 退休 | 7 | |||
| 传染过程视角 | 离职传染模型和嵌入传染模型。 | Felps et al. | 工作嵌入 | 目睹同事的求职行为 | 离职行为 | 223 |
| Ng & Feldman, | 感知主管工作嵌入 | 组织信任 | 员工工作嵌入 | 55 | ||
| 未来时间透视理论 | 个体对未来目标的预期, 是一种员工对组织未来发展的期望(Seijts, | Ng & Feldman, | 工作嵌入 | 建言行为 | 55 | |
| Ng & Lucianetti, | 工作嵌入 | 学习目标导向 | 建言行为 | 4 |
图2工作嵌入影响结果的研究整合模型 注：作者根据相关资料整理所得
图2工作嵌入影响结果的研究整合模型 注：作者根据相关资料整理所得参考文献 95
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