The Effects of Organizational Suggestion Schemes on Employee Openness to Change
——An Analysis based on Conservation of  Resources Theory and Social Exchange Theory

Abstract

Abstract: Drawing on conservation of resources theory and social exchange theory, this paper carries out cross-level analysis of 1282 employees in 127 firms to explain the effects of suggestion schemes on employee openness to change. The results show that as an important form of employee involvement, suggestion schemes is positively related to employee openness to change; the influence of suggestion schemes on openness to change can be mediated by job insecurity and organizational affective commitment; task self-efficacy can moderate the relationship between suggestion schemes and openness to change, and the interaction can be mediated by job insecurity; dissatisfaction with status quo can adjust the relationship between organizational affective and openness to change.

Key words: suggestion schemes, employee openness to change, job insecurity, organizational affective commitment, task self-efficacy

ZHAO Wen-wen,ZHOU Yu,FAN Xue-qing. The Effects of Organizational Suggestion Schemes on Employee Openness to Change ——An Analysis based on Conservation of Resources Theory and Social Exchange Theory[J]. 商业研究.

References

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The Effects of Organizational Suggestion Schemes on Employee Openness to Change ——An Analysis based on Conservation of Resources Theory and Social Exchange Theory

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