工商管理学院知识库

伴随新时代的到来，自上向下的垂直管理难以满足组织快速成长的需求，组织结构和工作设计正在朝着去中心化的方向演变。员工改变自身工作边界，参与到工作设计中来，能够提高自身与工作的匹配度，提升组织反应能力。组织需要致力于提升员工的知识能力，满足员工的心理需求，使员工有能力、有动力参与到工作设计中来。导师制指导关系在这一过程中起到了重要作用。通过建立指导关系，可以激发徒弟的自我价值感和能力，让他们有动力去改善工作设计，促进个人与组织的发展。以往研究证实了指导关系对员工主动性行为的促进作用，但是工作重塑作为主动行为的一种，指导关系对其的作用尚待探索。以往研究关注了指导关系的正向作用，对其的弊端关注不够。指导关系通过为员工提供职业以及社会心理方面的资源，一方面能够提升员工的专业知识与技能，让员工感受到支持与帮助，使员工做出主动行为；另一方面资源的满足可能会使被指导者产生心理依赖，抑制员工的主动行为。

通过对以往研究的回顾，根据自我决定理论以及权力依赖理论，探讨指导关系对工作重塑的作用机制，提出相应假设并构建出被调节的中介的理论模型。通过问卷调查法收集403份有效数据，使用统计分析软件对数据依次进行信效度检验、相关性检验与研究假设检验得出如下结论：（1）指导关系对工作重塑有显著的正向影响。（2）心理授权在指导关系和工作重塑间起中介作用。（3）心理依赖在指导关系和工作重塑间起中介作用。（4）差错反感文化负向调节指导关系与心理授权的关系，正向调节指导关系与心理依赖的关系。基于以上结论，本研究提出相应的管理建议。组织应通过制度化建立正式指导关系并建立定期考核监督和奖惩机制以保障指导关系的作用的充分发挥，并且在这一过程中，要注意提高员工的心理授权水平，减少员工的心理依赖水平，从而抑制指导关系的负面作用，加强指导关系的正面作用。此外，还要提供积极的组织文化氛围，为指导关系发挥作用提供有利条件，从而促进员工工作重塑行为的产生。

As the advent of the new age, top-down vertical management is difficult to meet the needs of the rapid growth of organizations. Organizational structure and work design are moving towards decentralization. Employees become the main part involved in job design, which can improve the response ability of the organization and promote talent-post matching. The organization needs to be committed to improving the knowledge and ability of employees, to satisfy the psychological needs of employees, so that employees have the ability and motivation to participate in the job design. The mentoring relationship plays an important role in this process. By establishing mentoring relationships, the mentees' sense of self-worth and ability can be stimulated, and they can be motivated to participate the work design, and promote personal and organizational development. Previous studies have confirmed the role of mentoring relationship on employees' proactive behavior, but the role of mentoring relationship on employees' job crafting as a kind of proactive behavior has yet to be explored. Previous studies have focused on the advantages of the mentoring relationship, but not enough attention to its disadvantages. The mentoring relationship can provide employees with work and psychological resources, on the one hand, it can improve the knowledge and ability of employees, satisfy the psychological needs of employees, and enable employees to make proactive behaviors; On the other hand, the satisfaction of resources may cause psychological dependence on the mentee and inhibit the proactive behavior of employees.

Through the review of previous research, according to the self-determination theory and power dependence theory, and explores the mechanism of mentoring relationship on job crafting, corresponding hypotheses are put forward and a theoretical model of the mediation to be regulated is constructed. We collected 403 valid data by questionnaire method. Then statistical analysis software was used for reliability and validity test、correlation test and hypothesis test .The conclusions are as follows: (1) The mentoring relationship has a significant positive impact on job crafting. (2) The psychological empowerment plays a mediating role between mentoring relationship and job crafting. (3) The psychological dependence plays a mediating role between mentoring relationship and job crafting. (4) The relationship between mentoring relationship and psychological empowerment was negatively moderated by error aversion culture, and the relationship between mentoring relationship and psychological dependence was positively moderated by error aversion culture. Based on the research conclusions, this study puts forward corresponding management implications. The organization should establish a formal mentoring relationship through institutionalization and establish a regular assessment supervision and reward and punishment mechanism to ensure the full play of the role of the mentoring relationship, and in this process, attention should be paid to improving the psychological empowerment and reducing the psychological dependence of employees, so as to inhibit the negative effect of the mentoring relationship and strengthen the positive role of the mentoring relationship. In addition, provide a positive organizational culture that provides favorable conditions for the mentoring relationship to function, thereby promoting the job crafting.