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首页> 外文期刊>Journal of Applied Psychology >A Multilevel Cross-Cultural Examination of Role Overload and Organizational Commitment: Investigating the Interactive Effects of Context
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A Multilevel Cross-Cultural Examination of Role Overload and Organizational Commitment: Investigating the Interactive Effects of Context

机译：角色超负荷和组织承诺的多层次跨文化检验：调查上下文的交互作用

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摘要

Considering the influential nature of context, the current investigation examined whether the relationship between role overload and organizational commitment was affected by various contextual factors. Drawing on the occupational stress literature, structural empowerment and cooperative climate were examined as factors that would mitigate the negative effects of role overload on organizational commitment. In addition, national culture was examined to determine whether empowerment and cooperative climate had consistent moderating effects across cultures. The relationships among these variables were examined using hierarchical linear modeling in a sample of 6,264 employees working at a multinational organization in 337 different work locations across 18 countries. Results suggested that the negative effect of role overload on organizational commitment did not vary as a function of culture in the current sample, but empowerment and cooperative climate had a moderating influence on this relationship. Furthermore, a 3-way interaction was observed between the cultural variable of power distance, empowerment, androle overload in predicting organizational commitment, suggesting that factors that serve to mitigate the negative effects of role overload in one culture may be ineffectual in another. This 3-way interaction was observed regardless of whether Hofstede's (2001) cultural value indices were.used or the cultural practice scores from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project (R. J. House,Hanges, Javidan,Dorfman, & Gupta, 2004).
机译：考虑到上下文的影响性质，当前的调查研究了角色超载和组织承诺之间的关系是否受到各种上下文因素的影响。根据职业压力文献，研究了结构赋权和合作气氛，这些因素将减轻角色超负荷对组织承诺的负面影响。此外，还对民族文化进行了研究，以确定赋权和合作气氛是否在不同文化之间具有一致的调节作用。这些变量之间的关系使用分层线性建模方法在来自18个国家337个不同工作地点的跨国组织中的6,264名员工样本中进行了检验。结果表明，在当前样本中，角色超负荷对组织承诺的负面影响并未随文化而变化，但授权和合作气氛对该关系具有中度影响。此外，在预测组织承诺时，在权力距离，授权和角色超负荷的文化变量之间观察到三向相互作用，这表明，在一种文化中，减轻角色超负荷的负面影响的因素在另一种文化中可能无效。无论是否使用Hofstede（2001）的文化价值指数，或者是否使用了全球领导力和组织行为有效性（GLOBE）项目（RJ House，Hanges，Javidan，Dorfman和＆Gupta， 2004）。

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