员工与组织价值观匹配的结构维度及其相关研究
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摘要
本研究采用心理学实证研究方法探讨我国企业员工与组织价值观匹配特征的内容结构及其与相关因素的关系。具体而言,本研究在文献研究、访谈和开放式问卷调查的基础上,收集问卷条目,编制初始问卷,并通过预试和项目分析,对问卷进行修订,形成正式调查问卷。针对回收问卷得来的数据,运用探索性因素分析得到员工与组织价值观匹配特征的五因子结构模型;运用验证性因素分析对模型进行验证。本研究还进一步探讨了员工与组织价值观匹配特征与相关变量的关系,以及员工与组织价值观匹配特征在人口统计学、组织学变量上的差异。研究结果表明:
1.我国员工与组织价值观匹配特征是由五个因子构成:团队协作取向、和谐发展取向、绩效取向、社会责任取向、敬业守德取向。本测量具有良好的信度和效度,竞争模型比较得出,五因子模型是最优模型。
2.员工与组织价值观匹配对员工的离职意向和组织公民行为具有显著的预测作用。
3.组织承诺在员工与组织价值观匹配和离职意向之间起着部分中介作用。
4.员工与组织价值观匹配在性别、年龄、教育程度以及企业性质方面存在显著的差异。
This research discussed the structure of employee and organization value fit and its related factors in China,by using positive method of psychology.Especially, based on literature studying,interview and open-questionnaires,we collected scale items which formed the initial scale.We revised the scale through pretest and item analysis,and finally got the formal scale.After giving out questionnaires,we got a five-factors structure of employee and organization value fit by EFA and we tested the structure by CFA.We also discussed the relationship between employee and organization value fit and its related variables.At last,the influence of demographics was tested on the five factors.The results are as follows:
Firstly,the structure of employee and organization value fit in china is made up of five factors:team collaboration orientation,harmonious development orientation, performance orientation,social responsibility orientation,dedication and moral complication orientation.The reliability and validity of the scale were high enough. Compare with the competition model,we can come that the five-factor model is the optimal model.
Secondly,employee and organization value fit can be a good predictor for turnover intention and organizational citizenship behavior.
Thirdly,organizational commitment has partially mediate effect on employee and organization value fit and organizational citizenship behavior.
Finally,there are significant differences on the five factors of employee and organization value fit among sex,ages,education and enterprise nature.
1.我国员工与组织价值观匹配特征是由五个因子构成:团队协作取向、和谐发展取向、绩效取向、社会责任取向、敬业守德取向。本测量具有良好的信度和效度,竞争模型比较得出,五因子模型是最优模型。
2.员工与组织价值观匹配对员工的离职意向和组织公民行为具有显著的预测作用。
3.组织承诺在员工与组织价值观匹配和离职意向之间起着部分中介作用。
4.员工与组织价值观匹配在性别、年龄、教育程度以及企业性质方面存在显著的差异。
This research discussed the structure of employee and organization value fit and its related factors in China,by using positive method of psychology.Especially, based on literature studying,interview and open-questionnaires,we collected scale items which formed the initial scale.We revised the scale through pretest and item analysis,and finally got the formal scale.After giving out questionnaires,we got a five-factors structure of employee and organization value fit by EFA and we tested the structure by CFA.We also discussed the relationship between employee and organization value fit and its related variables.At last,the influence of demographics was tested on the five factors.The results are as follows:
Firstly,the structure of employee and organization value fit in china is made up of five factors:team collaboration orientation,harmonious development orientation, performance orientation,social responsibility orientation,dedication and moral complication orientation.The reliability and validity of the scale were high enough. Compare with the competition model,we can come that the five-factor model is the optimal model.
Secondly,employee and organization value fit can be a good predictor for turnover intention and organizational citizenship behavior.
Thirdly,organizational commitment has partially mediate effect on employee and organization value fit and organizational citizenship behavior.
Finally,there are significant differences on the five factors of employee and organization value fit among sex,ages,education and enterprise nature.
引文
[1]凌文辁,方俐洛.心理与行为测量[M].北京:机械工业出版社,2003.
[2]戴良铁,白利刚.管理心理学:原理、方法与专家系统[M].广州:暨南大学出版社,1998.
[3]邵芳、樊耘等.人力资源管理视角的个人与组织价值观匹配模型的提出[J].软科学.2008.6.25-27.
[4]王丽红.组织变化中人与组织匹配研究[D].浙江大学.2006.
[5]连清平.个人与组织发展的终极标准—对个体价值观和组织价值观的探讨[J].郑州航空工业管理学报.2007.26(2).48-50.
[6]章勇刚.个人—组织价值观匹配对员工行为及工作满意度影响研究[J].桂林旅游高等专科学校学报.2004.15(5).32-35.
[7]金杨华、王重鸣.人与组织匹配研究进展及其意义[J].人类工效学.2001.7(2).25-26.
[8]赵慧娟、龙立荣.个人与组织文化价值观的匹配及其效果研究[D].华中师范大学.2004.
[9]Lyle M.Spencer,Sige M.Spencer.才能评鉴法:建立卓越的绩效模式[M],魏梅金译.汕头:汕头大学出版社,2003.
[10]郑伯壎、黄国隆、郭建志.海峡两岸之企业文化[M].台北:远流.1998.218-266.
[11]刘小平、王重鸣.不同文化下企业员工组织承诺概念的调查研究[J].科技管理研究.2004.3.85-90.
[12]金杨华、王重鸣.人与组织匹配研究进展及其意义[J].人类工效学.2001.23.8.36-39.
[13]吴国存.企业职业管理与雇员发展[M].北京:经济管理出版社.1999.
[14][美]斯蒂芬·P·罗宾斯.组织行为学[M].北京:中国人民大学出版社.1997.1.
[15]张德.人力资源开发与管理[M].北京:清华大学出版社.2001.10.
[16]苏方国、赵曙明.组织承诺、组织公民行为与离职倾向关系研究[J].科学学与科学技术管理.2005.8.
[17]郑伯壤、郭建志.组织价值观与个人工作效能符合度研究途径[J].海峡两岸之企业文化.1998.218-266.
[18]廖志鹏.员工组织承诺的道德审视[J].企业改革与管理.2005.544-45.
[19]樊宏,戴良铁.人与组织匹配:招聘的一种新模式[J].企业人力资源管理.2004.3.
[20]赵慧娟、龙立荣.个人—组织符合度的测量[J].人类工效学.2003.12.54-56.
[21]余建英,何旭宏.数据统计分析与SPSS应用[M].人民邮电出版社.
[22]Bollen.K.A(1989).A new incremental fit index for general structural equation mode1[J].Sociological Methods and Research.17.303-316.
[23]Borg.A cross culture replication on Elizur'facets of work values[J].Multivariate Behavioral Research.1986.21.401-410.
[24]Borg.Multiple facetisations of work values.Applied Psychology[J].An International Review.1990.39.401-412.
[25]Cable D M,DeRue D S.The convergent and discriminant validity of subjective fit perceptio[J].Journal of Applied Psychology,2002,87(5):875-884.
[26]Cable D M,Judge T A.Person-organization fit,job choice decisions,and organizational entry[J].organizational Behavior and Human Decision Processes,1996,67:294-311.
[27]Cable D M,Judge T A.Interviewers perceptions of person-organization fit and Organizational selection decisions[J].Journal of Applied Psychology,1997,86(5):357-259.
[28]Caldwell,D and o'Reilly C.(1991).Measuring Person-job Fit Using a profile comparison Proeess[J].Journalof Applied Psychology,75:648-657.
[29]Calori,R& Sarnin,P.(1991).Corporate culture and economic performance:A French Study.Organization Studies,12(1),49-74.
[30]Chatman J.Matching people and organization:Selection and socialization in public Accounting firms[J].Administrative Science Quarterly,1991,36:459-484.
[31]ChatmanJ.Improving Interactional organizational Researeh:A Model of Person-Organization Fit[J].Academy of Management Review,1988,14.
[32]Cooke,R.and Rousseau D.M.Behavioral Norms and Expectations:A Quantitative Approach to the Assessment of organizational Culture[J].Group and organization Studies,1988,13,237-245.
[33]Daniel.R.Denison S.Haland & P Goelzer.Corporate culture and organizational effectivenesses Asia different from the rest of the World? [J].Organizational Dynamic,2004,1.
[34]Denison,H.J.& Young,J Diagnosing organizational culture:Validating a Model and Method.Working Paper[J].International Institute for Management Development.1992,21(1).
[35]Edwards J,Van Harrison.R.Job demands and worker health:Three-dimensional Reexamination of the relationship between person-environment fit and strain[J].Journal Of Applied Psychology,78(4),628-648.
[36]Edwards JR.Person-job fit:A conceptual integration,literaturere view and methodological critique.International.Review of Industrial Organizational Psychology,1991,6:283-357.
[37]Edwards JR.(1993) Problems with the use of profiles similarity indices in the study of congruence in organizational research[J].Personnel Psychology,46,641-665.
[38]Elizur D.Facets of work values:A structural analysis of work outcomes[J].Journal of Applied Psychology,1985,69:379-389.
[39]Enz,C.The Role of Value Congruity in Intra-organizational Power[J].Administrative Science Quarterly,1988.33:284-304.
[40]Farh,J.L.,Early,P.C,&Lin,S.C(1997).Impetus for action:A cultural analysis of justice and organizational citizenship behavior in Chinese society [J].Administrative Science Quarterly,42(3),421-444.
[41]Hateh,M.J.The dynamics of organizational culture [J].Management Review,1993,18.28-30.
[42]HigginsCA,JudgeTA.The effect of applicant influence tactics,recruiter perception of fit and hiring recommendation:A Field study[J].Journal of applicant psychology,2004,89(4):622-632.
[43]Hitt,M.A.The measuring of organizational effectiveness multiple domains and constitueneies[J].Management international Review,1988,28.
[44]Hofstede G.,Neuijen B.,Ohayv D.,etal.Measuring organizational culture:A Qualitative and Quantitative Study across Twenty Cases[J].Administrative Science Quarterly,1990,35:86-316.
[45]Hrebiniak,LG & Aluttg J A.Personal and Role Related Factor,in the Development of organizational Commitment[J].Administrative Science Quarterly.1972,17,559-60.
[46]Hu,L.,Bentler,P.M.(1992).Can test statistics in covariance structure analysis be trusted[J].Psychological Bulletin,112:351-362.
[47]Kristof,A.L.(1996).Peron-organization fit:An integrative review of its conceptualizations,measurement,and implications[J].Personnel Psychology,49:1-30.
[48]O'Reilly,C.A.(1989).Corporations,culture,and commitment:Motivation and social control in organizations[J].California Management Review,31(4):9-25.
[49]O'Reilly,C.A.Chatman,J&Caldwell,D.F.(1991).Peopleand organization Fit perspective.Personnel Psychology,1994,47:317-348.
[50]Ouchi,W.,TheoryZ.Reading,Massachusetts:Addison-WesleyPublishing,Organizational culture:The role of management and supervisors.Health Core Supervisor,1999.17(4):22-27.
[51]Schneider,B.The people make the place [J].Personnel Psychology,40:437-453.
[52]Schneider,B.Goldstein,H.W& Smith,D.B(1995).The ASA framework:An update[J].Personnel Psychology,48:747-769.
[53]Tziner,A.Congruency issue retested using Fineman's achievement climate notion.Journal of Social Behavior and Personality.2.63-78.
[54]Bron,R.M and Kenny,D.A..The moderator-mediator variable distinction in social psychological researchxonceptual,strategic and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.
[2]戴良铁,白利刚.管理心理学:原理、方法与专家系统[M].广州:暨南大学出版社,1998.
[3]邵芳、樊耘等.人力资源管理视角的个人与组织价值观匹配模型的提出[J].软科学.2008.6.25-27.
[4]王丽红.组织变化中人与组织匹配研究[D].浙江大学.2006.
[5]连清平.个人与组织发展的终极标准—对个体价值观和组织价值观的探讨[J].郑州航空工业管理学报.2007.26(2).48-50.
[6]章勇刚.个人—组织价值观匹配对员工行为及工作满意度影响研究[J].桂林旅游高等专科学校学报.2004.15(5).32-35.
[7]金杨华、王重鸣.人与组织匹配研究进展及其意义[J].人类工效学.2001.7(2).25-26.
[8]赵慧娟、龙立荣.个人与组织文化价值观的匹配及其效果研究[D].华中师范大学.2004.
[9]Lyle M.Spencer,Sige M.Spencer.才能评鉴法:建立卓越的绩效模式[M],魏梅金译.汕头:汕头大学出版社,2003.
[10]郑伯壎、黄国隆、郭建志.海峡两岸之企业文化[M].台北:远流.1998.218-266.
[11]刘小平、王重鸣.不同文化下企业员工组织承诺概念的调查研究[J].科技管理研究.2004.3.85-90.
[12]金杨华、王重鸣.人与组织匹配研究进展及其意义[J].人类工效学.2001.23.8.36-39.
[13]吴国存.企业职业管理与雇员发展[M].北京:经济管理出版社.1999.
[14][美]斯蒂芬·P·罗宾斯.组织行为学[M].北京:中国人民大学出版社.1997.1.
[15]张德.人力资源开发与管理[M].北京:清华大学出版社.2001.10.
[16]苏方国、赵曙明.组织承诺、组织公民行为与离职倾向关系研究[J].科学学与科学技术管理.2005.8.
[17]郑伯壤、郭建志.组织价值观与个人工作效能符合度研究途径[J].海峡两岸之企业文化.1998.218-266.
[18]廖志鹏.员工组织承诺的道德审视[J].企业改革与管理.2005.544-45.
[19]樊宏,戴良铁.人与组织匹配:招聘的一种新模式[J].企业人力资源管理.2004.3.
[20]赵慧娟、龙立荣.个人—组织符合度的测量[J].人类工效学.2003.12.54-56.
[21]余建英,何旭宏.数据统计分析与SPSS应用[M].人民邮电出版社.
[22]Bollen.K.A(1989).A new incremental fit index for general structural equation mode1[J].Sociological Methods and Research.17.303-316.
[23]Borg.A cross culture replication on Elizur'facets of work values[J].Multivariate Behavioral Research.1986.21.401-410.
[24]Borg.Multiple facetisations of work values.Applied Psychology[J].An International Review.1990.39.401-412.
[25]Cable D M,DeRue D S.The convergent and discriminant validity of subjective fit perceptio[J].Journal of Applied Psychology,2002,87(5):875-884.
[26]Cable D M,Judge T A.Person-organization fit,job choice decisions,and organizational entry[J].organizational Behavior and Human Decision Processes,1996,67:294-311.
[27]Cable D M,Judge T A.Interviewers perceptions of person-organization fit and Organizational selection decisions[J].Journal of Applied Psychology,1997,86(5):357-259.
[28]Caldwell,D and o'Reilly C.(1991).Measuring Person-job Fit Using a profile comparison Proeess[J].Journalof Applied Psychology,75:648-657.
[29]Calori,R& Sarnin,P.(1991).Corporate culture and economic performance:A French Study.Organization Studies,12(1),49-74.
[30]Chatman J.Matching people and organization:Selection and socialization in public Accounting firms[J].Administrative Science Quarterly,1991,36:459-484.
[31]ChatmanJ.Improving Interactional organizational Researeh:A Model of Person-Organization Fit[J].Academy of Management Review,1988,14.
[32]Cooke,R.and Rousseau D.M.Behavioral Norms and Expectations:A Quantitative Approach to the Assessment of organizational Culture[J].Group and organization Studies,1988,13,237-245.
[33]Daniel.R.Denison S.Haland & P Goelzer.Corporate culture and organizational effectivenesses Asia different from the rest of the World? [J].Organizational Dynamic,2004,1.
[34]Denison,H.J.& Young,J Diagnosing organizational culture:Validating a Model and Method.Working Paper[J].International Institute for Management Development.1992,21(1).
[35]Edwards J,Van Harrison.R.Job demands and worker health:Three-dimensional Reexamination of the relationship between person-environment fit and strain[J].Journal Of Applied Psychology,78(4),628-648.
[36]Edwards JR.Person-job fit:A conceptual integration,literaturere view and methodological critique.International.Review of Industrial Organizational Psychology,1991,6:283-357.
[37]Edwards JR.(1993) Problems with the use of profiles similarity indices in the study of congruence in organizational research[J].Personnel Psychology,46,641-665.
[38]Elizur D.Facets of work values:A structural analysis of work outcomes[J].Journal of Applied Psychology,1985,69:379-389.
[39]Enz,C.The Role of Value Congruity in Intra-organizational Power[J].Administrative Science Quarterly,1988.33:284-304.
[40]Farh,J.L.,Early,P.C,&Lin,S.C(1997).Impetus for action:A cultural analysis of justice and organizational citizenship behavior in Chinese society [J].Administrative Science Quarterly,42(3),421-444.
[41]Hateh,M.J.The dynamics of organizational culture [J].Management Review,1993,18.28-30.
[42]HigginsCA,JudgeTA.The effect of applicant influence tactics,recruiter perception of fit and hiring recommendation:A Field study[J].Journal of applicant psychology,2004,89(4):622-632.
[43]Hitt,M.A.The measuring of organizational effectiveness multiple domains and constitueneies[J].Management international Review,1988,28.
[44]Hofstede G.,Neuijen B.,Ohayv D.,etal.Measuring organizational culture:A Qualitative and Quantitative Study across Twenty Cases[J].Administrative Science Quarterly,1990,35:86-316.
[45]Hrebiniak,LG & Aluttg J A.Personal and Role Related Factor,in the Development of organizational Commitment[J].Administrative Science Quarterly.1972,17,559-60.
[46]Hu,L.,Bentler,P.M.(1992).Can test statistics in covariance structure analysis be trusted[J].Psychological Bulletin,112:351-362.
[47]Kristof,A.L.(1996).Peron-organization fit:An integrative review of its conceptualizations,measurement,and implications[J].Personnel Psychology,49:1-30.
[48]O'Reilly,C.A.(1989).Corporations,culture,and commitment:Motivation and social control in organizations[J].California Management Review,31(4):9-25.
[49]O'Reilly,C.A.Chatman,J&Caldwell,D.F.(1991).Peopleand organization Fit perspective.Personnel Psychology,1994,47:317-348.
[50]Ouchi,W.,TheoryZ.Reading,Massachusetts:Addison-WesleyPublishing,Organizational culture:The role of management and supervisors.Health Core Supervisor,1999.17(4):22-27.
[51]Schneider,B.The people make the place [J].Personnel Psychology,40:437-453.
[52]Schneider,B.Goldstein,H.W& Smith,D.B(1995).The ASA framework:An update[J].Personnel Psychology,48:747-769.
[53]Tziner,A.Congruency issue retested using Fineman's achievement climate notion.Journal of Social Behavior and Personality.2.63-78.
[54]Bron,R.M and Kenny,D.A..The moderator-mediator variable distinction in social psychological researchxonceptual,strategic and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.