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首页> 外文期刊>Journal of Applied Psychology >Is the Employee-Organization Relationship Dying or Thriving? A Temporal Meta-Analysis
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Is the Employee-Organization Relationship Dying or Thriving? A Temporal Meta-Analysis

机译：员工组织关系是否死亡或蓬勃发展？ 时间元分析

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摘要

There is controversy concerning whether, in recent years, organizational failures to act benevolently toward employees have lessened employees' social-exchange relationship (SER) with their work organization or whether, on the contrary, organizations' more favorable treatment of employees has strengthened the SER. With samples of U.S. employees, we examined changes over the past 3 decades in three key elements of the SER: perceived organizational support (POS: 317 samples, including 121,469 individuals), leader-member exchange (LMX: 191 samples, including 216,975 individuals), and affective organizational commitment (383 samples, including 116,766 individuals). We considered both how the average levels changed over time and how the associations of these 3 elements with the antecedents of procedural and distributive justice and the consequences of in-role and extra-role performance have changed. We found that the average levels of indicators of the SER have remained steady except for an increase in POS. LMX and affective commitment show levels near neutral, and POS has increased to only a moderately positive level. In contrast, the relationships between these elements with distributive and procedural justice and extra-role performance remain substantial. These findings suggest that employees on average do not currently have strong exchange relationships with their work organization but remain ready to more fully engage based on perceived voluntary favorable treatment by the work organization and its representatives.
机译：有关近年来，近年来，组织失败是否对员工献出员工的组织失败已经减少了员工的社会交换关系（SER），或者，相反，组织是否更加有利地雇员加强了SER 。随着美国员工的样本，我们在SER的三个关键要素中审查了过去3年的变化：感知组织支持（POS：317样本，其中包括121,469个个人），领导者交换（LMX：191样本，其中包括216,975个个人）和情感组织承诺（383个样本，包括116,766人）。我们考虑了平均水平如何随着时间的推移而变化以及这3个要素的协会如何与程序和分配司法的前言以及在作用中的后果和额外作用表现发生变化。除了增加POS之外，我们发现SER的平均指标水平保持稳定。 LMX和情感承诺表明中立附近的水平，POS仅增加了适度的正面水平。相比之下，这些元素与分配和程序正义和额外角色性能之间的关系仍然很大。这些调查结果表明，平均员工目前尚未与其工作组织有很强的交流关系，但仍然准备基于工作组织及其代表的感知自愿良好待遇更充分地参与。

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