资源保存理论视角下员工变革承诺的结构、多层次影响机制与效果的纵向研究

The background of the "dual transition" in China makes the competitive environment increasingly complex and uncertain, and thus enterprises have to make a significant change to gain a foothold in the fierce competition. However, many changes did not achieve success with the economic growth, and its essence is an issue of organizational behavior. Some researches have found that employee’s commitment to change(C2C) is very important in the success of organizational change, C2C is being paid more and more attention in management and psychology. Therefore, grasping the structure, influencing mechanism and effects of C2C is key to organizational change, it is also at the root of the problem. However, at present, there is no breakthrough progress in the structure, influencing mechanism and its effects of C2C. A big reason is lack of the appropriate theoretical framework and breakthrough point. Since C2C is one of the most important factors in predicting the success of organizational change, exploring the structure and revealing determining factors and its effects, will be of great significance in organizational change. .In this issue, based on Conservation of Resources Theory (COR), we will propose a multi-level model about influencing factors and effects of C2C through the longitudinal study. Three sub-studies have been conducted. In study 1, questionnaire of C2C will be developed using structured interview, Delphi method, questionnaire survey. Study 2 will reveal the muti-level influencing mechanism of C2C at individual level and group level, that is, group leader-member exchange and employee’s resilience will influence C2C through job security and positive state. Study 3 will further reveal the influencing effects on C2C to group performance and employee's change behavior at individual level and group level, including change-supportive behavior, change-adaptive behavior and change-resistant behavior. This research can not only enrich the organizational change theory, but the influencing mechanism and effects of C2C can help intervene employee’s attitudes and behaviors towards organizational change, improve the level of commitment to change, and lead organizational change to be successful..

转型变革背景下，变革承诺作为组织变革成功的重要决定因素，正受到越来越广泛的关注。然而，对于变革承诺的结构、决定因素以及它们如何影响绩效和多元行为结果，还没有突破性的进展，研究方法单一，结果杂乱，原因是难以找到合适的理论框架和切入点。本项目基于资源保存理论，首先采取质化和实证相结合的方法探索组织变革背景下企业员工变革承诺的结构和测量方法。之后，采取纵向研究方法从个体层次和团队层次研究两种重要的资源——团队领导-成员交换关系质量和心理抗逆力，对员工变革承诺的影响机制。最后，探讨变革承诺对团队绩效和多元变革行为（支持变革行为、适应变革行为和抵制变革行为）的跨层次影响效果。本项目试图在变革承诺的本土化测量、影响机制与效果、纵向研究三方面寻求创新，以推动我国开展变革承诺的本土化研究，研究成果将对组织有效干预员工变革态度和行为，提升员工的变革承诺水平，推动变革成功实施提供理论依据与实证支持。

转型变革背景下，变革承诺作为组织变革成功的重要决定因素，正受到越来越广泛的关注。然而，对于变革承诺的结构、决定因素以及它们如何影响绩效和多元行为结果，还没有突破性的进展，研究方法单一，结果杂乱，原因是难以找到合适的理论框架和切入点。本项目基于资源保存理论，首先采取质化和实证相结合的方法探索组织变革背景下企业员工变革承诺的结构和测量方法。之后，采取纵向研究方法从个体层次和团队层次研究两种重要的资源——团队领导-成员交换关系质量和心理抗逆力，对员工变革承诺的影响机制。最后，探讨变革承诺对团队绩效和多元变革行为（支持变革行为、适应变革行为和抵制变革行为）的跨层次影响效果。. 研究一采用质化研究，对变革承诺的概念进行界定，然后通过对企业员工的结构化访谈、开放式问卷调查等方法，收集反映我国企业员工变革承诺的内容条目，编制我国企业员工变革承诺的预测问卷，然后对正式调查数据进行探索性因素分析方法、验证性因素分析、a信度等分析基础上形成正式问卷。研究发现，中国企业员工的变革承诺包含4个维度，分别是变革情感承诺、变革持续承诺、变革规范承诺和变革安全承诺。其中，前三个维度是与西方维度（Herscovitch&Meyer，2002）一致，变革安全承诺是中国文化背景下独特的新维度。. 研究二和研究三采用正式调查的数据，追踪调查了变革承诺的多层次影响因素与后果。研究发现，团队领导-成员交换关系质量对变革承诺有显著的正向影响；心理抗逆力对变革承诺有显著的正向影响；工作安全感在团队LMX和变革承诺之间起到完全中介效果；工作安全感在心理抗逆力和变革承诺之间起到完全中介效果；积极情感在LMX和变革承诺之间起到完全中介效果；积极情感在心理抗逆力和变革承诺之间起到完全中介效果；变革承诺对团队绩效有显著的正向影响；变革承诺对支持变革行为有显著的正向影响，对适应变革行为有显著的正向影响，变革承诺对抵制变革行为有显著的负向影响。. 本项目试图在变革承诺的本土化测量、影响机制与效果、纵向研究三方面寻求创新，以推动我国开展变革承诺的本土化研究，研究成果将对组织有效干预员工变革态度和行为，提升员工的变革承诺水平，推动变革成功实施提供理论依据与实证支持。