个人——组织价值观匹配对组织承诺的影响研究
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摘要
随着经济全球化的进一步深化,企业间的竞争愈演愈烈。对于刚刚起步走向世界的中国企业而言,巨大的挑战不仅来自于西方企业雄厚的资本与技术,更来自于它们成熟的经营理念、管理文化和管理科学。中国企业要成功应对这些竞争性挑战,关键是要维持和提高企业的核心竞争力,提高人力资源管理的针对性和有效性,激励和挽留企业需要的优秀员工,提高员工的忠诚度和敬业精神。为此,在今天的组织行为学领域中,越来越多的研究集中在员工与企业之间的关系,关注于员工对企业的态度和行为。组织承诺在人力资源管理方面的广泛应用,使得越来越多的学者关注并研究这个领域。在对组织承诺的影响要素进行研究时,很多学者将企业文化作为影响要素之一,且有大量的实证研究表明,企业文化和员工的组织承诺水平存在着重要的相关关系。但是目前对于企业文化的界定和分析都比较庞杂,许多研究者认为应该以价值观作为组织文化研究的重心,因为它能在理论和方法上的重复鉴定,也能进行操作性定义和测量。因此,本文试图在中国特定的文化背景下,从分析作为企业文化核心的价值观入手,重点探讨不同员工背景特征对价值观匹配和组织承诺的差异性影响、价值观匹配各维度与组织承诺各维度之间的相关性以及价值观匹配对组织承诺的预测作用。在此基础上,为企业提高员工组织承诺、建立有效的留人机制和政策提供一些实证性的依据。
本研究首先回顾了大量国内外关于个人与组织价值观匹配、组织承诺的相关理论,在此基础上通过调查问卷和访谈的方式,以274名来自不同组织的员工为研究对象,利用SPSS13.0统计分析工具对调查数据进行统计分析,结果如下:
1.通过描述性统计分析得出,目前我国企业的员工的价值观匹配和组织承诺现状较为乐观。员工的价值观匹配的平均得分为0.81,表明我国企业中员工的价值观匹配情况较好。组织承诺的平均得分为3.17,略高于中值,表明我国企业中员工的组织承诺情况一般。
2.通过差异性分析得出,员工的价值观匹配与组织承诺在性别没有显著性差异;而在年龄、婚姻状况、单位性质、职位、任职时间、月收入上,员工的价值观匹配与组织承诺某些维度上有显著性差异。
3.通过相关性分析得出,员工的价值观匹配不论在整体水平上,还是在各个维度上,均与组织承诺整体及五个维度存在不同程度的正相关关系。当员工的价值观匹配水平较高时,其组织承诺就低,反之,当价值观匹配水平较低时,组织承诺就高。
4.通过回归分析得出,员工与团队取向、创新发展取向、绩效取向对组织承诺有显著预测力,预测水平分别为-0.536、-0.143、-0.118。其中员工与团队取向的影响作用最大,员工与团队取向是影响其组织承诺的最主要因素。而敬业取向和社会责任取向对其组织承诺的预测性影响并不显著。
With the development of economic globalization, competition among enterprises is becoming more competitive. For the Chinese enterprises which have just headed for the world, the enormous challenges not only come from the huge capital and technology of the western businesses, but also more from their sophisticated business philosophy, management culture and science. The key to face the competitive challenges successfully for Chinese enterprises is to maintain and enhance the core competitiveness, improve the pertinency and effectiveness of human resources management, motivate and retain best employees, and enhance the loyalty and professional dedication of staff. For this reason, today more and more research in the organizational behavior study focus on the relationship between employees and business, and concern about the attitudes and behavior of staff to business. Therefore, more and more scholars concern about organizational commitment because of its wide range of applications in human resources management. In the process of studying the impact factors of organizational commitment, a lot of scholars regard business culture as one of the elements, and many empirical studies have shown that there is a significant correlation between corporate culture and organizational commitment. However, the definition and the analysis of the corporate culture are more complicated. Many researchers consider the value as the focus of organizational culture research, because it can be identified duplicately both in theory and method, and can be defined operationally and measured.
Therefore, this article tries to under Chinese specific cultural background, starting from the analysis of the organization value, mainly discuss: the differences impact on the value fit and organizational commitment under different background characteristics; the relativity between the dimensions of values fit and the dimensions of organizational commitment;and the prediction of the value fit to the organizational commitment. On this basis, this article will provide some empirical foundation to improve the organization commitment and establish the effective mechanisms and policies to keep stuff.
First of all, this study reviewed a large number of relevant theories about the person-organization fit and organizational commitment both at home and abroad, and then tested 274 employees from different organizations through the questionnaires and interviews, and last carryed out statistical analysis of survey data by using SPSS13.0 statistical analysis tool, results as following:
1. The descriptive statistics analysis has shown that the current situation of the values fit and organization commitment is more optimistic. The average score of the values fit of employees is 0.81, indicating that the values fit in Chinese enterprises is better. The average score of organizational commitment is 3.17, slightly higher than the median, indicating that the organizational commitment is general.
2. The differences analysis has shown that there are no significant differences in terms of gender for the values fit and organizational commitment; while there are some significant differences in terms of age, the marital status, the nature of units, offices, working life, and monthly income for some dimensions of the values fit and organizational commitment.
3. The correlation analysis has shown that there is some positive correlation between the values fit and organizational commitment both in the overall level and in all dimensions. When the level of the values fit is higher, the organizational commitment is lower; on the contrary, when the level of the values fit is lower, the organizational commitment is higher.
4. The regression analysis has told that it is significant predictive to organizational commitment for staff and team orientation, innovation and development orientation and performance orientation, and the level of prediction are -0.536, -0.143, -0.118. The staff and team orientation plays the greatest impact role and is the most important factors of organizational commitment. While work respect orientation and social responsibility orientation has no significant predictive power on organizational commitment.
本研究首先回顾了大量国内外关于个人与组织价值观匹配、组织承诺的相关理论,在此基础上通过调查问卷和访谈的方式,以274名来自不同组织的员工为研究对象,利用SPSS13.0统计分析工具对调查数据进行统计分析,结果如下:
1.通过描述性统计分析得出,目前我国企业的员工的价值观匹配和组织承诺现状较为乐观。员工的价值观匹配的平均得分为0.81,表明我国企业中员工的价值观匹配情况较好。组织承诺的平均得分为3.17,略高于中值,表明我国企业中员工的组织承诺情况一般。
2.通过差异性分析得出,员工的价值观匹配与组织承诺在性别没有显著性差异;而在年龄、婚姻状况、单位性质、职位、任职时间、月收入上,员工的价值观匹配与组织承诺某些维度上有显著性差异。
3.通过相关性分析得出,员工的价值观匹配不论在整体水平上,还是在各个维度上,均与组织承诺整体及五个维度存在不同程度的正相关关系。当员工的价值观匹配水平较高时,其组织承诺就低,反之,当价值观匹配水平较低时,组织承诺就高。
4.通过回归分析得出,员工与团队取向、创新发展取向、绩效取向对组织承诺有显著预测力,预测水平分别为-0.536、-0.143、-0.118。其中员工与团队取向的影响作用最大,员工与团队取向是影响其组织承诺的最主要因素。而敬业取向和社会责任取向对其组织承诺的预测性影响并不显著。
With the development of economic globalization, competition among enterprises is becoming more competitive. For the Chinese enterprises which have just headed for the world, the enormous challenges not only come from the huge capital and technology of the western businesses, but also more from their sophisticated business philosophy, management culture and science. The key to face the competitive challenges successfully for Chinese enterprises is to maintain and enhance the core competitiveness, improve the pertinency and effectiveness of human resources management, motivate and retain best employees, and enhance the loyalty and professional dedication of staff. For this reason, today more and more research in the organizational behavior study focus on the relationship between employees and business, and concern about the attitudes and behavior of staff to business. Therefore, more and more scholars concern about organizational commitment because of its wide range of applications in human resources management. In the process of studying the impact factors of organizational commitment, a lot of scholars regard business culture as one of the elements, and many empirical studies have shown that there is a significant correlation between corporate culture and organizational commitment. However, the definition and the analysis of the corporate culture are more complicated. Many researchers consider the value as the focus of organizational culture research, because it can be identified duplicately both in theory and method, and can be defined operationally and measured.
Therefore, this article tries to under Chinese specific cultural background, starting from the analysis of the organization value, mainly discuss: the differences impact on the value fit and organizational commitment under different background characteristics; the relativity between the dimensions of values fit and the dimensions of organizational commitment;and the prediction of the value fit to the organizational commitment. On this basis, this article will provide some empirical foundation to improve the organization commitment and establish the effective mechanisms and policies to keep stuff.
First of all, this study reviewed a large number of relevant theories about the person-organization fit and organizational commitment both at home and abroad, and then tested 274 employees from different organizations through the questionnaires and interviews, and last carryed out statistical analysis of survey data by using SPSS13.0 statistical analysis tool, results as following:
1. The descriptive statistics analysis has shown that the current situation of the values fit and organization commitment is more optimistic. The average score of the values fit of employees is 0.81, indicating that the values fit in Chinese enterprises is better. The average score of organizational commitment is 3.17, slightly higher than the median, indicating that the organizational commitment is general.
2. The differences analysis has shown that there are no significant differences in terms of gender for the values fit and organizational commitment; while there are some significant differences in terms of age, the marital status, the nature of units, offices, working life, and monthly income for some dimensions of the values fit and organizational commitment.
3. The correlation analysis has shown that there is some positive correlation between the values fit and organizational commitment both in the overall level and in all dimensions. When the level of the values fit is higher, the organizational commitment is lower; on the contrary, when the level of the values fit is lower, the organizational commitment is higher.
4. The regression analysis has told that it is significant predictive to organizational commitment for staff and team orientation, innovation and development orientation and performance orientation, and the level of prediction are -0.536, -0.143, -0.118. The staff and team orientation plays the greatest impact role and is the most important factors of organizational commitment. While work respect orientation and social responsibility orientation has no significant predictive power on organizational commitment.
引文
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