心理学报 ›› 2022, Vol. 54 ›› Issue (6): 665-683.doi: 10.3724/SP.J.1041.2022.00665
蓝媛美1,2, 李超平1,2(), 王佳燕1,2, 孟雪1,2
收稿日期:
2021-06-28
发布日期:
2022-04-26
出版日期:
2022-06-25
通讯作者:
李超平
E-mail:lichaoping@ruc.edu.cn
基金资助:
LAN Yuanmei1,2, LI Chaoping1,2(), WANG Jiayan1,2, MENG Xue1,2
Received:
2021-06-28
Online:
2022-04-26
Published:
2022-06-25
Contact:
LI Chaoping
E-mail:lichaoping@ruc.edu.cn
摘要:
为探究员工跨界行为产生的影响、作用机制和边界条件, 通过文献检索、筛选和编码, 对50项员工跨界行为研究的52个独立样本(总样本量N = 14366)进行元分析, 结果表明: 员工跨界行为既会产生收益也需要付出代价, 收益表现为员工跨界行为提升工作满意度、组织承诺、绩效和创新, 付出的代价表现为跨界行为引发角色压力。员工跨界行为与结果变量的关系受员工类型(知识型员工-非知识型员工)和个人主义-集体主义、权力距离的调节。工作态度在员工跨界行为和绩效、创新的关系中发挥中介效应, 但在跨界行为和压力与耗竭的关系中出现了遮掩效应。本元分析为员工跨界行为提供了综合而可靠的结论, 对未来员工跨界行为的相关研究具有一定借鉴意义。
中图分类号:
蓝媛美, 李超平, 王佳燕, 孟雪. (2022). 员工跨界行为的收益与代价:元分析的证据. 心理学报, 54(6), 665-683.
LAN Yuanmei, LI Chaoping, WANG Jiayan, MENG Xue. (2022). Benefits and costs of employee boundary-spanning behavior: A meta-analytic review. Acta Psychologica Sinica, 54(6), 665-683.
结果变量 | Q | df | p | I² | Tau | Tau² |
---|---|---|---|---|---|---|
工作态度 | ||||||
工作满意度 | 193.88 | 17 | 0.000 | 91.23 | 0.18 | 0.03 |
组织承诺 | 26.79 | 4 | 0.000 | 85.07 | 0.11 | 0.01 |
绩效与创新 | ||||||
绩效 | 232.26 | 16 | 0.000 | 93.11 | 0.19 | 0.04 |
创新 | 243.36 | 14 | 0.000 | 94.25 | 0.22 | 0.05 |
压力与耗竭 | ||||||
角色压力 | 82.40 | 11 | 0.000 | 86.65 | 0.16 | 0.02 |
情绪耗竭 | 31.04 | 5 | 0.000 | 83.89 | 0.13 | 0.02 |
表1 跨界行为异质性检验分析结果
结果变量 | Q | df | p | I² | Tau | Tau² |
---|---|---|---|---|---|---|
工作态度 | ||||||
工作满意度 | 193.88 | 17 | 0.000 | 91.23 | 0.18 | 0.03 |
组织承诺 | 26.79 | 4 | 0.000 | 85.07 | 0.11 | 0.01 |
绩效与创新 | ||||||
绩效 | 232.26 | 16 | 0.000 | 93.11 | 0.19 | 0.04 |
创新 | 243.36 | 14 | 0.000 | 94.25 | 0.22 | 0.05 |
压力与耗竭 | ||||||
角色压力 | 82.40 | 11 | 0.000 | 86.65 | 0.16 | 0.02 |
情绪耗竭 | 31.04 | 5 | 0.000 | 83.89 | 0.13 | 0.02 |
结果变量 | Egger's回归系数检验 | Begg秩相关检验 | 失安全系数 | |||
---|---|---|---|---|---|---|
Intercept | p | Z | p | Nfs-0.05 | 5K+10 | |
工作态度 | ||||||
工作满意度 | 0.23 | 0.65 | 0.10 | 0.91 | 2265 | 100 |
组织承诺 | 0.25 | 0.48 | 1.34 | 0.17 | 360 | 35 |
绩效与创新 | ||||||
绩效 | 0.28 | 0.60 | 0.14 | 0.89 | 2154 | 95 |
创新 | 0.19 | 0.87 | 0.16 | 0.86 | 639 | 85 |
压力与耗竭 | ||||||
角色压力 | -0.05 | 0.64 | -0.19 | 0.85 | 519 | 70 |
情绪耗竭 | -0.17 | 0.64 | -1.36 | 0.17 | 32 | 40 |
表2 跨界行为发表偏倚分析结果
结果变量 | Egger's回归系数检验 | Begg秩相关检验 | 失安全系数 | |||
---|---|---|---|---|---|---|
Intercept | p | Z | p | Nfs-0.05 | 5K+10 | |
工作态度 | ||||||
工作满意度 | 0.23 | 0.65 | 0.10 | 0.91 | 2265 | 100 |
组织承诺 | 0.25 | 0.48 | 1.34 | 0.17 | 360 | 35 |
绩效与创新 | ||||||
绩效 | 0.28 | 0.60 | 0.14 | 0.89 | 2154 | 95 |
创新 | 0.19 | 0.87 | 0.16 | 0.86 | 639 | 85 |
压力与耗竭 | ||||||
角色压力 | -0.05 | 0.64 | -0.19 | 0.85 | 519 | 70 |
情绪耗竭 | -0.17 | 0.64 | -1.36 | 0.17 | 32 | 40 |
变量 | K | N | 模型 | | | SD | %Var | 95% CI | 80% CV |
---|---|---|---|---|---|---|---|---|---|
工作态度 | |||||||||
工作满意度 | 18 | 4246 | R | 0.29 | 0.34 | 0.19 | 5.48 | [0.24, 0.43] | [0.09, 0.58] |
组织承诺 | 5 | 1649 | R | 0.35 | 0.41 | 0.12 | 6.79 | [0.26, 0.55] | [0.24, 0.58] |
绩效与创新 | |||||||||
绩效 | 17 | 4806 | R | 0.26 | 0.31 | 0.21 | 4.56 | [0.20, 0.41] | [0.04, 0.57] |
创新 | 15 | 4692 | R | 0.16 | 0.19 | 0.23 | 5.31 | [0.06, 0.31] | [-0.11, 0.48] |
压力与耗竭 | |||||||||
角色压力 | 12 | 2803 | R | 0.12 | 0.14 | 0.17 | 10.82 | [0.03, 0.25] | [-0.09, 0.35] |
情绪耗竭 | 6 | 1717 | R | -0.09 | -0.10 | 0.16 | 16.14 | [-0.25, 0.05] | [-0.29, 0.09] |
表3 跨界行为元分析主效应分析结果
变量 | K | N | 模型 | | | SD | %Var | 95% CI | 80% CV |
---|---|---|---|---|---|---|---|---|---|
工作态度 | |||||||||
工作满意度 | 18 | 4246 | R | 0.29 | 0.34 | 0.19 | 5.48 | [0.24, 0.43] | [0.09, 0.58] |
组织承诺 | 5 | 1649 | R | 0.35 | 0.41 | 0.12 | 6.79 | [0.26, 0.55] | [0.24, 0.58] |
绩效与创新 | |||||||||
绩效 | 17 | 4806 | R | 0.26 | 0.31 | 0.21 | 4.56 | [0.20, 0.41] | [0.04, 0.57] |
创新 | 15 | 4692 | R | 0.16 | 0.19 | 0.23 | 5.31 | [0.06, 0.31] | [-0.11, 0.48] |
压力与耗竭 | |||||||||
角色压力 | 12 | 2803 | R | 0.12 | 0.14 | 0.17 | 10.82 | [0.03, 0.25] | [-0.09, 0.35] |
情绪耗竭 | 6 | 1717 | R | -0.09 | -0.10 | 0.16 | 16.14 | [-0.25, 0.05] | [-0.29, 0.09] |
调节变量 | QB | df | p | 类别 | K | N | 效应值及95% CI | 80% CV | |||
---|---|---|---|---|---|---|---|---|---|---|---|
| 下限 | 上限 | 下限 | 上限 | |||||||
工作满意度 | 20.89*** | 1 | 0.000 | 知识型员工 | 8 | 1308 | 0.19 | 0.03 | 0.33 | -0.04 | 0.42 |
非知识型员工 | 9 | 2685 | 0.33 | 0.21 | 0.44 | 0.13 | 0.53 | ||||
绩效 | 14.78*** | 1 | 0.000 | 知识型员工 | 9 | 2332 | 0.32 | 0.25 | 0.38 | 0.21 | 0.42 |
非知识型员工 | 8 | 2474 | 0.21 | 0.03 | 0.40 | -0.09 | 0.52 | ||||
创新 | 13.61*** | 1 | 0.000 | 知识型员工 | 9 | 2351 | 0.21 | 0.08 | 0.35 | -0.04 | 0.46 |
非知识型员工 | 5 | 2261 | 0.12 | -0.15 | 0.40 | -0.21 | 0.46 | ||||
角色压力 | 4.80* | 1 | 0.020 | 知识型员工 | 5 | 675 | -0.02 | -0.17 | 0.14 | -0.16 | 0.14 |
非知识型员工 | 7 | 2128 | 0.12 | 0.03 | 0.28 | -0.02 | 0.22 |
表4 员工类型的调节效应分析结果
调节变量 | QB | df | p | 类别 | K | N | 效应值及95% CI | 80% CV | |||
---|---|---|---|---|---|---|---|---|---|---|---|
| 下限 | 上限 | 下限 | 上限 | |||||||
工作满意度 | 20.89*** | 1 | 0.000 | 知识型员工 | 8 | 1308 | 0.19 | 0.03 | 0.33 | -0.04 | 0.42 |
非知识型员工 | 9 | 2685 | 0.33 | 0.21 | 0.44 | 0.13 | 0.53 | ||||
绩效 | 14.78*** | 1 | 0.000 | 知识型员工 | 9 | 2332 | 0.32 | 0.25 | 0.38 | 0.21 | 0.42 |
非知识型员工 | 8 | 2474 | 0.21 | 0.03 | 0.40 | -0.09 | 0.52 | ||||
创新 | 13.61*** | 1 | 0.000 | 知识型员工 | 9 | 2351 | 0.21 | 0.08 | 0.35 | -0.04 | 0.46 |
非知识型员工 | 5 | 2261 | 0.12 | -0.15 | 0.40 | -0.21 | 0.46 | ||||
角色压力 | 4.80* | 1 | 0.020 | 知识型员工 | 5 | 675 | -0.02 | -0.17 | 0.14 | -0.16 | 0.14 |
非知识型员工 | 7 | 2128 | 0.12 | 0.03 | 0.28 | -0.02 | 0.22 |
调节变量 | QB | df | p | 变量类别 | K | N | | 90% CI | 95% CI | 80% CV |
---|---|---|---|---|---|---|---|---|---|---|
工作满意度 | 23.00*** | 1 | 0.000 | 个人主义 | 11 | 2377 | 0.25 | [0.16, 0.34] | [0.14, 0.36] | [0.04, 0.45] |
集体主义 | 6 | 1637 | 0.39 | [0.25, 0.52] | [0.22, 0.56] | [0.16, 0.62] | ||||
绩效 | 0.07 | 1 | 0.790 | 个人主义 | 3 | 360 | 0.25 | [0.10, 0.39] | [0.05, 0.44] | [0.15, 0.35] |
集体主义 | 14 | 4562 | 0.27 | [0.17, 0.36] | [0.15, 0.37] | [-0.03, 0.50] | ||||
角色压力 | 12.54*** | 1 | 0.000 | 个人主义 | 5 | 1416 | -0.02 | [-0.25, 0.20] | [-0.32, 0.27] | [-0.06, 0.38] |
集体主义 | 6 | 1155 | 0.11 | [0.02, 0.20] | [-0.00, 0.23] | [-0.02, 0.23] |
表5 个人-集体主义的调节效应分析结果
调节变量 | QB | df | p | 变量类别 | K | N | | 90% CI | 95% CI | 80% CV |
---|---|---|---|---|---|---|---|---|---|---|
工作满意度 | 23.00*** | 1 | 0.000 | 个人主义 | 11 | 2377 | 0.25 | [0.16, 0.34] | [0.14, 0.36] | [0.04, 0.45] |
集体主义 | 6 | 1637 | 0.39 | [0.25, 0.52] | [0.22, 0.56] | [0.16, 0.62] | ||||
绩效 | 0.07 | 1 | 0.790 | 个人主义 | 3 | 360 | 0.25 | [0.10, 0.39] | [0.05, 0.44] | [0.15, 0.35] |
集体主义 | 14 | 4562 | 0.27 | [0.17, 0.36] | [0.15, 0.37] | [-0.03, 0.50] | ||||
角色压力 | 12.54*** | 1 | 0.000 | 个人主义 | 5 | 1416 | -0.02 | [-0.25, 0.20] | [-0.32, 0.27] | [-0.06, 0.38] |
集体主义 | 6 | 1155 | 0.11 | [0.02, 0.20] | [-0.00, 0.23] | [-0.02, 0.23] |
调节变量 | QB | df | p | 变量类别 | K | N | | 90% CI | 95% CI | 80% CV |
---|---|---|---|---|---|---|---|---|---|---|
工作满意度 | 32.29*** | 1 | 0.000 | HPD | 6 | 1637 | 0.39 | [0.25, 0.52] | [0.22, 0.56] | [0.16, 0.62] |
LPD | 11 | 2377 | 0.25 | [0.16, 0.34] | [0.14, 0.35] | [0.04, 0.45] | ||||
绩效 | 0.24 | 1 | 0.620 | HPD | 14 | 4562 | 0.27 | [0.18, 0.35] | [0.16, 0.37] | [0.03, 0.49] |
LPD | 3 | 360 | 0.24 | [0.01, 0.47] | [0.11, 0.58] | [0.05, 0.42] | ||||
角色压力 | 20.63*** | 1 | 0.000 | HPD | 6 | 1155 | 0.11 | [0.02, 0.20] | [-0.00, 0.23] | [-0.01, 0.24] |
LPD | 5 | 1416 | -0.02 | [-0.25, 0.20] | [-0.32, 0.27] | [-0.38, 0.33] |
表6 权力距离的调节效应分析结果
调节变量 | QB | df | p | 变量类别 | K | N | | 90% CI | 95% CI | 80% CV |
---|---|---|---|---|---|---|---|---|---|---|
工作满意度 | 32.29*** | 1 | 0.000 | HPD | 6 | 1637 | 0.39 | [0.25, 0.52] | [0.22, 0.56] | [0.16, 0.62] |
LPD | 11 | 2377 | 0.25 | [0.16, 0.34] | [0.14, 0.35] | [0.04, 0.45] | ||||
绩效 | 0.24 | 1 | 0.620 | HPD | 14 | 4562 | 0.27 | [0.18, 0.35] | [0.16, 0.37] | [0.03, 0.49] |
LPD | 3 | 360 | 0.24 | [0.01, 0.47] | [0.11, 0.58] | [0.05, 0.42] | ||||
角色压力 | 20.63*** | 1 | 0.000 | HPD | 6 | 1155 | 0.11 | [0.02, 0.20] | [-0.00, 0.23] | [-0.01, 0.24] |
LPD | 5 | 1416 | -0.02 | [-0.25, 0.20] | [-0.32, 0.27] | [-0.38, 0.33] |
自变量 | 中介变量 | 因变量 | 一阶段路径系数a | 二阶段路径系数b | 间接效应(a×b) | 直接效应c’ |
---|---|---|---|---|---|---|
跨界行为 | 工作态度 | 绩效 | 0.46*** | 0.35*** | 0.16[0.14, 0.18] | 0.15[0.11, 0.18] |
创新 | 0.46*** | 0.33*** | 0.15[0.12, 0.17] | 0.04[0.02, 0.07] | ||
压力与耗竭 | 0.46*** | -0.61*** | -0.28[-0.28, -0.24] | 0.33[0.29, 0.35] |
表7 跨界行为的间接和直接路径系数结果
自变量 | 中介变量 | 因变量 | 一阶段路径系数a | 二阶段路径系数b | 间接效应(a×b) | 直接效应c’ |
---|---|---|---|---|---|---|
跨界行为 | 工作态度 | 绩效 | 0.46*** | 0.35*** | 0.16[0.14, 0.18] | 0.15[0.11, 0.18] |
创新 | 0.46*** | 0.33*** | 0.15[0.12, 0.17] | 0.04[0.02, 0.07] | ||
压力与耗竭 | 0.46*** | -0.61*** | -0.28[-0.28, -0.24] | 0.33[0.29, 0.35] |
(注: 纳入的元分析文献较多, 此处未列出, 感兴趣的读者请访问http://www.obhrm.net/index.php/2022MetaBS) | |
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