中文摘要：

以社会关系网络为视角,通过对31个企业和792个员工的配对样本的跨层次分析,探讨了员工的网络嵌入对角色外行为的影响机制,并从组织和个人层面对该影响机制所产生的边界条件进行了研究。研究结果发现,网络嵌入对角色外行为有显著正向影响;在个体层面,员工感知到的程序公平对上述影响过程有正向调节作用;在组织层面,合作型人力资源实践正向调节了网络嵌入和角色外行为的关系。研究模型将社会关系网络和合作型人力资源实践进行了有机结合,实现了非正式网络和正式管理机制的互补,为管理理论和实践提供了一定的依据。

英文摘要：

Previous studies usually analyzed employees＂ extra-role behavior Irom a social ex~l~ml~ perspective. But in this study, from a social network perspective, we investigate the influence of em- ployees＂ network embeddness on their extra-role behavior, as well as the moderating effects during this process. After cross-level analysis on the matched data from 31 firms and 792 employees, it is found that network embeddness has a significant positive influence on extra-role behavior. At individual lev- el, procedural justice perceived by employees moderates this process. At organizational level, collabo- rative human resource practice also acts as a moderator during this process. Meanwhile, the research model combines social network and collaborative human resource practice, which combines the infor- mal network and formal management system complementarily and provides the bases for management theory and practice.