中国文化情境下医务人员组织公民行为研究
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摘要
组织公民行为是指在组织的正式酬赏制度中没有得到直接承认但从整体上有益于组织运作绩效的各种行为。近年来,国内的学者将诞生于西方企业组织背景下的组织公民行为理论引入中国企业,进行了大量的研究,并取得了一些的成果,但是目前研究中基于中国文化情境下针对医疗服务这一特定服务组织类型和特性的医务人员组织公民行为的研究很少涉及,本论文正是通过研究中国文化情境下医疗服务组织特性中医务人员组织公民行为,以期对相关管理者提供借鉴。
通过文献研究,我们对国内外关于组织公民行为研究的现状、定义、结构、影响因素、测量方法、对组织绩效的影响以及与组织公民行为相近的概念进行了全面的阐述。现有文献表明,由于中西方文化的巨大差异,使得中国文化情境下的组织公民行为在内容、维度结构以及对组织绩效的影响上都与西方文化及企业组织背景下的组织公民行为有很大的不同。同时我们认为,医疗服务机构与普通的生产机构或商业机构有很大的差异,在不同的组织特性中员工表现出的组织公民行为也不尽相同,在此基础上提出总体的理论假设。本研究共分为四个方面：研究一首先对Podsakoff, Mackenzie,Moorman和Fetter(1990)1编制的组织公民行为量表进行了修订,使本研究的测量方法更加适用于中国文化情境下的医疗机构：研究二采用回归法,选择了组织限制、组织道德环境和程序公正这三个自变量,着重考察了工作环境的特点和因素对医务人员组织公民行为的影响：研究三我们着重选择了程序公正这个变量,并引入了组织导向这个具有动机成分的变量,运用结构方程模型的技术,从动机角度考察组织导向在程序公正与组织公民行为关系中的中介作用；研究四引入道德式领导(ethical leadership)的变量,并构建了一个多水平模型,以动机理论和领导理论为中心,从个体层次和团队层次考察组织公民行为的影响机制。
研究结果：首先我们在研究中通过探索性因素分析和验证性因素分析,得到了符合中国文化情境下适用于医疗服务机构的具有5个维度、21道题目的组织公民行为量表；程序公正是被广泛认可的预测变量,在研究二中,通过研究我们发现员工在组织中的行为不仅会受到自身特质和情绪等个体变量的影响,还会受到工作环境中诸多因素的影响。组织限制与组织公民行为之间有显著的负相关,而组织道德环境、程序公正与组织公民行为之间有显著的正相关；组织导向是一个具有动机成分的变量,对程序公正与组织公民行为的各个维度之间的关系起到中介作用；组织公民行为的发生不仅仅受到个体层次变量的影响,还可能受到更高层次如团队层次、组织层次等变量的影响,研究四结果显示,无论是在个体层面上还是团体层面上,程序公正、组织导向、道德式领导与组织公民行为呈显著正相关,说明这几个变量对组织公民行为有预测作用。
本文在最后还讨论了本研究的局限性以及对未来研究的建议和展望。
Organ(1988a) defined Organizational Citizenship Behavior (OCB) as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization". In recent years, the theory of organizational citizenship behavior that originated in western business organization was introduced into Chinese enterprises by Chinese scholars and managers, who have done much research on it and achieved some results. This study aims to explore organizational citizenship behavior of the medical staff in the Chinese medical service organizations.
Firstly, the purpose of the paper is to summarize and review the extant literature on the organizational citizenship behavior which includes its definition, structure, influencing factors, methods of measurement, its influence on organizational performance as well as the relevant theories of OCB. In the literature, we find that, due to the great differences between Chinese and Western culture, the organizational citizenship behavior in the context of Chinese culture differs greatly from that of the Western culture in terms of its content, dimension structure and influence on organizational performance. Therefore, in Study1, we modified the organizational citizenship behavior scale by Podsakoff, Mackenzie, Moorman and Fetter (1990) to be more applicable in the Chinese medical context. Through exploratory factor analysis and confirmatory factor analysis, we obtained a new organizational citizenship behavior scale with5dimensions and21items.
From the literature review, we find that procedural justice is a widely recognized predictor variable. The behavior of employees will not only be influenced by their own characteristics and emotional factors, but also by many factors in the work environment. In Study3, we use regression method to explore how the characteristics of the work environment influence the organizational citizenship behavior of employees. We choose three variables of organizational constraints, organizational ethical environment and procedural justice. The results show that there is a significant negative correlation between organizational constraints and organizational citizenship behavior, but with a significant positive correlation between organizational ethical environment, procedural justice and organizational citizenship behavior, which verify our hypothesis.
In study4, we study the mechanism of environmental variables affecting organizational citizenship behavior from motivation. Focusing on the variable of the procedural justice, introducing the organization orientation with the components of motivation variables, and using the structural equation modeling technique, we examine the mediating role of organizational orientation between procedural justice and organizational citizenship behavior from motivation. The results show that the organization orientation plays a mediating role between procedural justice,and each dimension of OCB.
Organizational citizenship behavior is not only affected by the individual level variables, but also by higher level ones such as team level, organizational level variables. In the final study, by introducing ethical leadership variables, we attempt to construct a multi-level model which centers around the theory of motivation and leadership, and investigate the influence mechanism of organizational citizenship behavior from the individual level and team level. The results show that, whether it is at the individual level or team level, procedural justice, organizational orientation,and ethical leadership have a positive and significant correlation to organizational citizenship behavior respectively. This suggests that these variables have predictive effect on organizational citizenship behavior.
This paper also examines the limitations of this study and some suggestions are put forward for the future research.
通过文献研究,我们对国内外关于组织公民行为研究的现状、定义、结构、影响因素、测量方法、对组织绩效的影响以及与组织公民行为相近的概念进行了全面的阐述。现有文献表明,由于中西方文化的巨大差异,使得中国文化情境下的组织公民行为在内容、维度结构以及对组织绩效的影响上都与西方文化及企业组织背景下的组织公民行为有很大的不同。同时我们认为,医疗服务机构与普通的生产机构或商业机构有很大的差异,在不同的组织特性中员工表现出的组织公民行为也不尽相同,在此基础上提出总体的理论假设。本研究共分为四个方面：研究一首先对Podsakoff, Mackenzie,Moorman和Fetter(1990)1编制的组织公民行为量表进行了修订,使本研究的测量方法更加适用于中国文化情境下的医疗机构：研究二采用回归法,选择了组织限制、组织道德环境和程序公正这三个自变量,着重考察了工作环境的特点和因素对医务人员组织公民行为的影响：研究三我们着重选择了程序公正这个变量,并引入了组织导向这个具有动机成分的变量,运用结构方程模型的技术,从动机角度考察组织导向在程序公正与组织公民行为关系中的中介作用；研究四引入道德式领导(ethical leadership)的变量,并构建了一个多水平模型,以动机理论和领导理论为中心,从个体层次和团队层次考察组织公民行为的影响机制。
研究结果：首先我们在研究中通过探索性因素分析和验证性因素分析,得到了符合中国文化情境下适用于医疗服务机构的具有5个维度、21道题目的组织公民行为量表；程序公正是被广泛认可的预测变量,在研究二中,通过研究我们发现员工在组织中的行为不仅会受到自身特质和情绪等个体变量的影响,还会受到工作环境中诸多因素的影响。组织限制与组织公民行为之间有显著的负相关,而组织道德环境、程序公正与组织公民行为之间有显著的正相关；组织导向是一个具有动机成分的变量,对程序公正与组织公民行为的各个维度之间的关系起到中介作用；组织公民行为的发生不仅仅受到个体层次变量的影响,还可能受到更高层次如团队层次、组织层次等变量的影响,研究四结果显示,无论是在个体层面上还是团体层面上,程序公正、组织导向、道德式领导与组织公民行为呈显著正相关,说明这几个变量对组织公民行为有预测作用。
本文在最后还讨论了本研究的局限性以及对未来研究的建议和展望。
Organ(1988a) defined Organizational Citizenship Behavior (OCB) as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization". In recent years, the theory of organizational citizenship behavior that originated in western business organization was introduced into Chinese enterprises by Chinese scholars and managers, who have done much research on it and achieved some results. This study aims to explore organizational citizenship behavior of the medical staff in the Chinese medical service organizations.
Firstly, the purpose of the paper is to summarize and review the extant literature on the organizational citizenship behavior which includes its definition, structure, influencing factors, methods of measurement, its influence on organizational performance as well as the relevant theories of OCB. In the literature, we find that, due to the great differences between Chinese and Western culture, the organizational citizenship behavior in the context of Chinese culture differs greatly from that of the Western culture in terms of its content, dimension structure and influence on organizational performance. Therefore, in Study1, we modified the organizational citizenship behavior scale by Podsakoff, Mackenzie, Moorman and Fetter (1990) to be more applicable in the Chinese medical context. Through exploratory factor analysis and confirmatory factor analysis, we obtained a new organizational citizenship behavior scale with5dimensions and21items.
From the literature review, we find that procedural justice is a widely recognized predictor variable. The behavior of employees will not only be influenced by their own characteristics and emotional factors, but also by many factors in the work environment. In Study3, we use regression method to explore how the characteristics of the work environment influence the organizational citizenship behavior of employees. We choose three variables of organizational constraints, organizational ethical environment and procedural justice. The results show that there is a significant negative correlation between organizational constraints and organizational citizenship behavior, but with a significant positive correlation between organizational ethical environment, procedural justice and organizational citizenship behavior, which verify our hypothesis.
In study4, we study the mechanism of environmental variables affecting organizational citizenship behavior from motivation. Focusing on the variable of the procedural justice, introducing the organization orientation with the components of motivation variables, and using the structural equation modeling technique, we examine the mediating role of organizational orientation between procedural justice and organizational citizenship behavior from motivation. The results show that the organization orientation plays a mediating role between procedural justice,and each dimension of OCB.
Organizational citizenship behavior is not only affected by the individual level variables, but also by higher level ones such as team level, organizational level variables. In the final study, by introducing ethical leadership variables, we attempt to construct a multi-level model which centers around the theory of motivation and leadership, and investigate the influence mechanism of organizational citizenship behavior from the individual level and team level. The results show that, whether it is at the individual level or team level, procedural justice, organizational orientation,and ethical leadership have a positive and significant correlation to organizational citizenship behavior respectively. This suggests that these variables have predictive effect on organizational citizenship behavior.
This paper also examines the limitations of this study and some suggestions are put forward for the future research.
引文
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