民营企业个人—组织价值观匹配对员工忠诚度影响的研究
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摘要
作为组织成员所共享的认知系统,组织文化对管理行为产生的巨大影响使得组织文化成为决定组织经营绩效的重要因素之一。为此,众多的学者对组织文化以及处于特定文化中的组织行为进行了丰富研究。在研究中,组织价值观作为组织文化的核心已经得到了大多数学者的认同,人们对组织文化的研究,也越来越多地从组织价值观入手。
组织价值观与组织的管理行为存在密切关系,而价值观对组织管理和员工行为的影响,不但取决于组织价值观的强度,亦取决于组织成员对价值观的认知一致性,即成员对组织价值观的期望与组织现状价值观的匹配度。因此对价值观和管理行为关系的研究还要从价值观一致性角度思考(O'Reilly,Chatman,1991)。本文正是以匹配的理念来探讨价值观一致性对个体态度的影响。
通过研究文献发现,在这一领域内以我国民营企业为对象的研究很少。作为我国经济非常活跃而重要的民营经济的承载主体,民营企业正发挥越来越大的作用。然而市场经济竞争趋于激烈,环境更趋于动荡,民营企业在应对各种竞争的同时,组织内部也稳定性也受到了严重的考验和挑战。环境的不可预测和多变使得用解决外部矛盾的方法解决不了根本的问题,而从个人-组织价值观匹配的角度来研究组织内的管理行为和员工心理,从而提升组织内部的稳定性,最大化发挥人力资源的优势,成为能从内化解这一考验和挑战的有效方法。
本文旨在通过理论和实证的研究分析个人-组织价值观匹配对员工忠诚度的影响。在研究文献的基础上进行初步的理论分析,结合实践得出民营企业组织价值观的主要维度,并就此为基础,以实证研究的方法探讨民营企业个人-组织价值观匹配对员工忠诚度的影响机制。找出民营企业在这方面不同于其他所有制企业的特点。
经过研究得出如下结论:(1)我国民营企业组织价值观各维度强弱的现状。主要表现为在科学求真。员工与团队取向以及创新发展取向上的价值观相对较弱,敬业取向、诚信经营维度上价值观相对较强。(2)个人-组织价值观在整体匹配和各维度上的匹配对员工忠诚度的影响。主要体现为个人-组织价值观匹配度和员工的忠诚度呈显著正相关关系;绩效取向和诚信经营取向上的价值观匹配性对员工忠诚度有较好的预测效果;诚信经营和创新发展取向上的匹配性对员工的情感忠诚有较好的预测能力;绩效取向上的匹配性对员工的继续忠诚有较好的预测能力;创新发展和顾客取向上的匹配性对规范忠诚有较好的预测能力。(3)得出相关的个人背景变量对个人-组织价值观匹配和员工忠诚度有显著影响。
最终运用本文的研究结果,对民营企业的组织文化建设提出建议。
As a commonly shared recognized system, organizational culture poses significant influence on managerial behavior which made managerial behavior become one of the most important factors in determining the organization operation performance. Many scholars have studied organizational culture and organizational behavior in a specified culture. Organizational value has been accepted as the core of organizational culture by most of the scholars. More and more of them begin to study organizational culture with organizational value.
Organizational value and organizational managerial behavior are closely related. Influence of values on organizational management and employees behavior not only depends on the intensity of organizational values but also on the value fitness between culture and employees, It is necessary to consider the relationship of value and managerial behavior on in the term of value consistency. This research discusses the impact the consistency has on individual behavior based on the concept of fitness.
Results of literature showed that there are few researches on the topic regarding privately-owned enterprises. Privately-owned enterprises are the carrier of private economy in our country. The competition in market economy is becoming much fiercer than ever, and the whole environment is becoming more and more unstable. Being involved in such a tough environment, the stability in privately-owned enterprises is highly challenged. To study managerial behavior and employee's psychological movement can surely solve the problem from inside.
This thesis aims to analyze the influence personal-organization value fitness has on employees' commitment by theoretical and positivism study on a theoretical model which focuses on privately-owned enterprises. It is aimed to find the way and degree of the influence the fitness has on employee's commitment. This study starts from finding out the dimensions of the organizational values of privately-owned enterprises after primary theoretical analysis. After field study, the dimensions will be selected and studies will be launched on this to discuss the influence mechanism of the person-organization value fit on employee commitment.
Main conclusions of this thesis lie below: (1) Found the main status of the intensity of organization culture in 7 dimensions. Value intensity on scientific decision, team-orientation and innovation are relatively low while it is relatively high on professional engagement and business integrity. (2) Found the influence of person-organization value fit on employee commitment which is mainly embodied the remarkable relation of the fitness and employee commitment. P-O value fitness of performance and business integrity can well predict employee commitment. P-O value fitness of business integrity and innovation can well predict employee affection commitment. P-O value fitness of performance can well predict employee continuance commitment. P-O value fitness of innovation and customer-orientation can well predict employee normative commitment. (3) Testified the fact that employee background variables also have influence on employee commitment.
组织价值观与组织的管理行为存在密切关系,而价值观对组织管理和员工行为的影响,不但取决于组织价值观的强度,亦取决于组织成员对价值观的认知一致性,即成员对组织价值观的期望与组织现状价值观的匹配度。因此对价值观和管理行为关系的研究还要从价值观一致性角度思考(O'Reilly,Chatman,1991)。本文正是以匹配的理念来探讨价值观一致性对个体态度的影响。
通过研究文献发现,在这一领域内以我国民营企业为对象的研究很少。作为我国经济非常活跃而重要的民营经济的承载主体,民营企业正发挥越来越大的作用。然而市场经济竞争趋于激烈,环境更趋于动荡,民营企业在应对各种竞争的同时,组织内部也稳定性也受到了严重的考验和挑战。环境的不可预测和多变使得用解决外部矛盾的方法解决不了根本的问题,而从个人-组织价值观匹配的角度来研究组织内的管理行为和员工心理,从而提升组织内部的稳定性,最大化发挥人力资源的优势,成为能从内化解这一考验和挑战的有效方法。
本文旨在通过理论和实证的研究分析个人-组织价值观匹配对员工忠诚度的影响。在研究文献的基础上进行初步的理论分析,结合实践得出民营企业组织价值观的主要维度,并就此为基础,以实证研究的方法探讨民营企业个人-组织价值观匹配对员工忠诚度的影响机制。找出民营企业在这方面不同于其他所有制企业的特点。
经过研究得出如下结论:(1)我国民营企业组织价值观各维度强弱的现状。主要表现为在科学求真。员工与团队取向以及创新发展取向上的价值观相对较弱,敬业取向、诚信经营维度上价值观相对较强。(2)个人-组织价值观在整体匹配和各维度上的匹配对员工忠诚度的影响。主要体现为个人-组织价值观匹配度和员工的忠诚度呈显著正相关关系;绩效取向和诚信经营取向上的价值观匹配性对员工忠诚度有较好的预测效果;诚信经营和创新发展取向上的匹配性对员工的情感忠诚有较好的预测能力;绩效取向上的匹配性对员工的继续忠诚有较好的预测能力;创新发展和顾客取向上的匹配性对规范忠诚有较好的预测能力。(3)得出相关的个人背景变量对个人-组织价值观匹配和员工忠诚度有显著影响。
最终运用本文的研究结果,对民营企业的组织文化建设提出建议。
As a commonly shared recognized system, organizational culture poses significant influence on managerial behavior which made managerial behavior become one of the most important factors in determining the organization operation performance. Many scholars have studied organizational culture and organizational behavior in a specified culture. Organizational value has been accepted as the core of organizational culture by most of the scholars. More and more of them begin to study organizational culture with organizational value.
Organizational value and organizational managerial behavior are closely related. Influence of values on organizational management and employees behavior not only depends on the intensity of organizational values but also on the value fitness between culture and employees, It is necessary to consider the relationship of value and managerial behavior on in the term of value consistency. This research discusses the impact the consistency has on individual behavior based on the concept of fitness.
Results of literature showed that there are few researches on the topic regarding privately-owned enterprises. Privately-owned enterprises are the carrier of private economy in our country. The competition in market economy is becoming much fiercer than ever, and the whole environment is becoming more and more unstable. Being involved in such a tough environment, the stability in privately-owned enterprises is highly challenged. To study managerial behavior and employee's psychological movement can surely solve the problem from inside.
This thesis aims to analyze the influence personal-organization value fitness has on employees' commitment by theoretical and positivism study on a theoretical model which focuses on privately-owned enterprises. It is aimed to find the way and degree of the influence the fitness has on employee's commitment. This study starts from finding out the dimensions of the organizational values of privately-owned enterprises after primary theoretical analysis. After field study, the dimensions will be selected and studies will be launched on this to discuss the influence mechanism of the person-organization value fit on employee commitment.
Main conclusions of this thesis lie below: (1) Found the main status of the intensity of organization culture in 7 dimensions. Value intensity on scientific decision, team-orientation and innovation are relatively low while it is relatively high on professional engagement and business integrity. (2) Found the influence of person-organization value fit on employee commitment which is mainly embodied the remarkable relation of the fitness and employee commitment. P-O value fitness of performance and business integrity can well predict employee commitment. P-O value fitness of business integrity and innovation can well predict employee affection commitment. P-O value fitness of performance can well predict employee continuance commitment. P-O value fitness of innovation and customer-orientation can well predict employee normative commitment. (3) Testified the fact that employee background variables also have influence on employee commitment.
引文
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[3](美)特雷斯·E·迪尔,阿伦·A.肯尼迪.企业文化:现代企业的精神支柱[M].唐铁军,叶永青,陈旭,译.上海:上海科学技术文献出版社,1989:203-216.
[4](美)托马斯·彼得斯,(美)罗伯特·沃特曼.追求卓越[M].戴春平,译.北京:中央编译出版社,2004:68-69.
[5]王重鸣.管理心理学[M].北京:人民教育出版社,2000:89-90.
[6]赵建平.企业文化:管理的灵魂[M],北京:中国石化出版社,2002:85-87.
[7]郑伯埙,任金刚.组织文化-员工层次的分析[M].台湾远流出版社,2001:56-57.
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