企业员工工作价值观、工作满意度与组织承诺关系研究
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摘要
经历了上个世纪技术发展的几次高峰其后,制约企业发展的主要因素,从技术因素开始转向人力资本因素,人力资本因素成为制约企业发展和影响企业竞争地位的重要因素,人力资本已超越了物质资本和技术资本而成为最主要的生产要素和社会财富。同时,随着市场经济体制的不断发展,竞争成为经济社会的潜规则,并渗入到其它各个领域,个人英雄主义渐被淘汰,团队代替个人成为竞争的主题,如何建设稳定、高效、团结的协作性团队成为人力资源管理的新型课题。
因此,本研究旨在通过研究中国企业员工工作价值观对组织承诺的影响机制,对个人行为倾向和企业的整体行为倾向进行很好的预测,评估企业的稳定性和竞争力水平,为企业的人力资源管理提供科学依据,并在此基础上进一步精细化、区别化调控员工行为,确保企业发展服从战略导向。
本研究从实际需求的角度,在参考国内外组织承诺理论和问卷的基础上,以企业员工为被试,采用问卷法收集资料,运用探索性因素分析、验证性因素分析、方差分析、结构方程等统计方法,第一部分完成了组织承诺问卷的编制,第二部分深入探讨了工作价值观是如何以工作满意度为中间变量对组织承诺产生影响的。
得出如下结论:
1、在中国文化背景下,企业员工组织承诺是一个多维的心理结构,可以解释为四个因子,分别是情感承诺、规范承诺、自我实现和代价承诺。组织承诺可以理解为员工对于与组织整体联系在一起的态度。
2、人口统计学变量中,性别、年龄、会影响企业员工的组织承诺水平。女员工的代价承诺要高于男员工:自我实现承诺以26-30岁之间最高,随年龄增加有下降趋势;本科学历员工的组织承诺水平要高于本科以下学历者;大型规模企业员工的组织承诺水平要高于小规模企业;工龄3年以下和10年以上员工的组织承诺水平高于3-10年之间的;2年以下换一次工作的员工组织承诺水平低。
3、工作价值观对组织承诺是以工作满意度为中间变量间接地对组织承诺产生影响的。
4、不同类型的工作价值观,由于不同工作满意度,对组织承诺产生了不同的影响。
Has experienced the last century technological development in several subsequent peak, the main factors of restricting the development have begun to shift from a technical factor to human capital factors in market competition. Human capital has gone beyond the physical capital and technology capital which becomes the most important factor of production and social wealth. Meanwhile, with the continuing development of market economic system competition has become the unspoken rules of economic social and infiltrated into other fields. Instead of individual the team becomes the theme of competition. How to build stable, efficient and united cooperation team is the new issues of human resources management.
Therefore, through the study of Chinese employees work values to the impact of organizational commitment mechanism, the purpose is to forecast the act tendency of individuals and the whole enterprises, to assess the stability competitiveness of enterprises and, to provide a scientific basis for enterprises human resources Management, and on this basis, further refinement of the distinction between acts of control staff to ensure that the enterprises subordinate to the development of strategic direction.
From the perspective of actual demand and in reference to theory and organizational commitment at home and abroad, This study gathers information on the basis of a questionnaire to employees for the test, using of exploratory factor analysis, confirmatory factor analysis, analysis of variance, the structure Equations, and other statistical methods, the first part of the study is to complete the questionnaire of organization commitments, the second part argues deeply that how the work values impact on the organizational commitment through job satisfaction for as a middle variables affecting.
The conclusions were drawn as following:
1. In the context of Chinese culture, organizational commitment is a multi-dimensional structure. It can be interpreted as the four factors, including affective commitment, Normative commitment, self-realization commitment and cost commitment.
2. Demographic characteristics will affect employees in the level organizational commitment, such as gender and age. Female employees committed to the price higher than the male employees, self-realization is committed to the highest between the ages of 26-30, and trends downward with the increasing of ages; undergraduate academic staff of the organizations commitment to undergraduate level is higher than that of the following qualifications; employees of large-scale enterprises Organizational commitment level is higher than that of small-scale enterprises; following three years of service and staff of more than 10 years higher than the level of organizational commitment between 3-10 years, 2 years for a work of the employees with low levels of organizational commitment.
3. The work values have an impact on the organizational commitment indirectly with job satisfaction as Intermediate variables.
4. Due to different job satisfactions, different types of work values have different impacts on organizational commitment.
因此,本研究旨在通过研究中国企业员工工作价值观对组织承诺的影响机制,对个人行为倾向和企业的整体行为倾向进行很好的预测,评估企业的稳定性和竞争力水平,为企业的人力资源管理提供科学依据,并在此基础上进一步精细化、区别化调控员工行为,确保企业发展服从战略导向。
本研究从实际需求的角度,在参考国内外组织承诺理论和问卷的基础上,以企业员工为被试,采用问卷法收集资料,运用探索性因素分析、验证性因素分析、方差分析、结构方程等统计方法,第一部分完成了组织承诺问卷的编制,第二部分深入探讨了工作价值观是如何以工作满意度为中间变量对组织承诺产生影响的。
得出如下结论:
1、在中国文化背景下,企业员工组织承诺是一个多维的心理结构,可以解释为四个因子,分别是情感承诺、规范承诺、自我实现和代价承诺。组织承诺可以理解为员工对于与组织整体联系在一起的态度。
2、人口统计学变量中,性别、年龄、会影响企业员工的组织承诺水平。女员工的代价承诺要高于男员工:自我实现承诺以26-30岁之间最高,随年龄增加有下降趋势;本科学历员工的组织承诺水平要高于本科以下学历者;大型规模企业员工的组织承诺水平要高于小规模企业;工龄3年以下和10年以上员工的组织承诺水平高于3-10年之间的;2年以下换一次工作的员工组织承诺水平低。
3、工作价值观对组织承诺是以工作满意度为中间变量间接地对组织承诺产生影响的。
4、不同类型的工作价值观,由于不同工作满意度,对组织承诺产生了不同的影响。
Has experienced the last century technological development in several subsequent peak, the main factors of restricting the development have begun to shift from a technical factor to human capital factors in market competition. Human capital has gone beyond the physical capital and technology capital which becomes the most important factor of production and social wealth. Meanwhile, with the continuing development of market economic system competition has become the unspoken rules of economic social and infiltrated into other fields. Instead of individual the team becomes the theme of competition. How to build stable, efficient and united cooperation team is the new issues of human resources management.
Therefore, through the study of Chinese employees work values to the impact of organizational commitment mechanism, the purpose is to forecast the act tendency of individuals and the whole enterprises, to assess the stability competitiveness of enterprises and, to provide a scientific basis for enterprises human resources Management, and on this basis, further refinement of the distinction between acts of control staff to ensure that the enterprises subordinate to the development of strategic direction.
From the perspective of actual demand and in reference to theory and organizational commitment at home and abroad, This study gathers information on the basis of a questionnaire to employees for the test, using of exploratory factor analysis, confirmatory factor analysis, analysis of variance, the structure Equations, and other statistical methods, the first part of the study is to complete the questionnaire of organization commitments, the second part argues deeply that how the work values impact on the organizational commitment through job satisfaction for as a middle variables affecting.
The conclusions were drawn as following:
1. In the context of Chinese culture, organizational commitment is a multi-dimensional structure. It can be interpreted as the four factors, including affective commitment, Normative commitment, self-realization commitment and cost commitment.
2. Demographic characteristics will affect employees in the level organizational commitment, such as gender and age. Female employees committed to the price higher than the male employees, self-realization is committed to the highest between the ages of 26-30, and trends downward with the increasing of ages; undergraduate academic staff of the organizations commitment to undergraduate level is higher than that of the following qualifications; employees of large-scale enterprises Organizational commitment level is higher than that of small-scale enterprises; following three years of service and staff of more than 10 years higher than the level of organizational commitment between 3-10 years, 2 years for a work of the employees with low levels of organizational commitment.
3. The work values have an impact on the organizational commitment indirectly with job satisfaction as Intermediate variables.
4. Due to different job satisfactions, different types of work values have different impacts on organizational commitment.
引文
[1].Sagie E.D.Facets of personal values:a structural analysis of life and work values[J].Applied Psychology:an International Review,1999,48(1),73-87.
[2].Ros,Maria.Schwartz et al.Basic individual values,work values,and the meaning of work[J].Applied Psychology:an International Review,1999,48(1),49-71.
[3].Dose J.Work values:an integrative framework and illustrative application to organizational socialization[J].Journal of Occupational and Organizational Psychology,1997,3,219-242.
[4].Pryor R G L.Differences among differences-in search of general work preference dimensions[J].Journal of Applied Psychology,1987,72,426-433.
[5].Super D E.A life-span,life-space approach to career development[J].Journal of Occupational Psychology,1980,52,129-148.
[6].宁维卫.中国城市青年职业价值观研究[J].成都大学学报,1996,4,10-12.
[7].马剑宏,倪陈明.企业职工的工作价值观特征分析[J].应用心理学,1998,4,10-14.
[8].倪陈明,马剑宏.企业职工的工作价值观与组织行为关系分析[J].人类工效学,2000,4,24-28.
[9].陈红雷,周帆.工作价值观结构研究的进展和趋势[J].心理科学进展,2003,6,700-703
[10].Sagie A,Elirur D.,Koslowsky M.Work values:a theoretical overview and a model of their effects[J].Journal of Organizational Behavior,1996,17,503-514
[11].Charles H.S.Ethical Climates' Relationship to Job Satisfaction,Organizational Commitment,and Turnover Intention in the Sales force[J].Journal of Business Research,2001,54:39-52
[12].Levy S.Lawful roles of facets in social theories.In:D Canter ed.Facet theory:Approaches to social research[M].New York:Springer-Verlag, 59-96.
[13].Schwartz S. H, Bilsky W. Toward a theory of the universal content and structure of values: Extensions and cross-cultural replications[J].Journal of Personality and Social Psychology, 1990, 58,878-891.
[14].Borg I. Multiple facetisations of work values[J]. Applied Psychology:An International Review, 1990, 39, 401-412
[15].Elizur D. Facets of work values: A structural analysis of work outcomes[J]. Journal of Applied Psychology, 1985, 69, 379-389.
[16].Borg I. .A cross culture replication on Elizur' s facets of work values[J].Multivariate Behavioral Research, 1986, 21, 401-410.
[17].Meyer J. P., Allen N. J. Commitment in the workplace[M] . Thousand oaks,CA: Sage, Copyright 1997 by Sage Publications, Inc, 1997,118-119.
[18].Mathieu J.E., Zajac D. M. A review and meta—analysis of the antecedents, conelares and consequences of organizational commitment [J]. Psychological Bulletin, 1990,108,171-194.
[19].Howard M.W. Deconstructing Job Satisfaction Separating Evaluations.Beliefs and Affective Experiences[J]. Human Resource Management Review,2002,12, 173-194.
[20]. Timothy A. J., Randy J. L. Dispositional Affect and Job Satisfaction: A Review and Theoretical Extension[J]. Organizational Behavior and Human Decision Processes, 2001, 86(1),67-98.
[21]. Stefan Gaertner. Structural Determinants of Job Satisfaction and Organizational Commitment in Turnover Models[J]. Human Resource Management Review, 1999, 9(4),479-493.
[22]. Abraham Sagie. Employee Absenteeism, Organizational Commitment, and Job Satisfaction: An other Look[J]. Journal of Vocational Behavior, 1998, 52,156-171.
[23]. David M. T. ,Ann R. F., Linda M.S. Personality and Vocational Behavior:A Selective Review of the Literature[J]. Journal of Vocational Behavior, 1998, 53,115-153.
[24].Wim Groot, Henriete M. B. Job Satisfaction and Preference Drift[J]. Economics Letters,1999,63,363-367.
[25].张治灿,方俐洛,凌文辁.中国职工组织承诺的结构模型检验[J].心理科学,2001,2,148-150
[26].凌文辁,张治灿,方俐洛.中国职工组织承诺研究[J].中国社会科学,2001,2,90-102.
[27].胡卫鹏,时勘.组织承诺的进展与展望[J].心理科学进展,2004,12,103-110.
[28].刘小平,王重鸣.组织承诺影响因素的模拟实验研究[J].中国管理科学,2002,6,97-100.
[29].崔勋.员工个人特性对组织承诺与离职意愿的影响研究[J].南开管理评论,2003,4,4-11.
[30].Laure,Parbudyal Singh.Career Commitment:A Reexamination and an Extension[J].Journal of Vocational Behavior,2002,61,73-91.
[31].Beck K.,Wilson C.Have we studied,should we study,and can we study the development of commitment Methodological issues and the developmental study of work related commitment[J].Human Resource Management Review,2001,11,257-278.
[32].Mowday R.T.,Steer R.M.,Porter L.Employee-organization linkages[M].New York,The Psychology of Commitment,Absenteeism and Turnover Academic Press,1982.
[33].Meyer J.P.,Alien J.N.Testing the side bet theory of organizational commitment:Some methodological considerations.[J]Journal of Applied Psychology,1984,69,372-378.
[34].谭晟,凌文辁.员工的组织承诺及其思考[J].中国人力资源开发,2003,1,17-19.
[35].韩翼,廖建桥.组织承诺周期模型的构建及实证研究.管理学报,2005,2(4),459-465.
[36].杨利平,杨继平.组织承诺概念及其结构模型发展的研究综述[J].现代管理科学,2006,11,65-67.
[37].乐国安,尹虹艳,王晓庄.组织承诺研究综述[J].应用心理学,2006,12(1),84-90.
[38].吴能全,黄河,钟耀丹.个人组织价值观匹配对组织承诺的影响[J].商业经济与 管理,2006,12,22-27.
[2].Ros,Maria.Schwartz et al.Basic individual values,work values,and the meaning of work[J].Applied Psychology:an International Review,1999,48(1),49-71.
[3].Dose J.Work values:an integrative framework and illustrative application to organizational socialization[J].Journal of Occupational and Organizational Psychology,1997,3,219-242.
[4].Pryor R G L.Differences among differences-in search of general work preference dimensions[J].Journal of Applied Psychology,1987,72,426-433.
[5].Super D E.A life-span,life-space approach to career development[J].Journal of Occupational Psychology,1980,52,129-148.
[6].宁维卫.中国城市青年职业价值观研究[J].成都大学学报,1996,4,10-12.
[7].马剑宏,倪陈明.企业职工的工作价值观特征分析[J].应用心理学,1998,4,10-14.
[8].倪陈明,马剑宏.企业职工的工作价值观与组织行为关系分析[J].人类工效学,2000,4,24-28.
[9].陈红雷,周帆.工作价值观结构研究的进展和趋势[J].心理科学进展,2003,6,700-703
[10].Sagie A,Elirur D.,Koslowsky M.Work values:a theoretical overview and a model of their effects[J].Journal of Organizational Behavior,1996,17,503-514
[11].Charles H.S.Ethical Climates' Relationship to Job Satisfaction,Organizational Commitment,and Turnover Intention in the Sales force[J].Journal of Business Research,2001,54:39-52
[12].Levy S.Lawful roles of facets in social theories.In:D Canter ed.Facet theory:Approaches to social research[M].New York:Springer-Verlag, 59-96.
[13].Schwartz S. H, Bilsky W. Toward a theory of the universal content and structure of values: Extensions and cross-cultural replications[J].Journal of Personality and Social Psychology, 1990, 58,878-891.
[14].Borg I. Multiple facetisations of work values[J]. Applied Psychology:An International Review, 1990, 39, 401-412
[15].Elizur D. Facets of work values: A structural analysis of work outcomes[J]. Journal of Applied Psychology, 1985, 69, 379-389.
[16].Borg I. .A cross culture replication on Elizur' s facets of work values[J].Multivariate Behavioral Research, 1986, 21, 401-410.
[17].Meyer J. P., Allen N. J. Commitment in the workplace[M] . Thousand oaks,CA: Sage, Copyright 1997 by Sage Publications, Inc, 1997,118-119.
[18].Mathieu J.E., Zajac D. M. A review and meta—analysis of the antecedents, conelares and consequences of organizational commitment [J]. Psychological Bulletin, 1990,108,171-194.
[19].Howard M.W. Deconstructing Job Satisfaction Separating Evaluations.Beliefs and Affective Experiences[J]. Human Resource Management Review,2002,12, 173-194.
[20]. Timothy A. J., Randy J. L. Dispositional Affect and Job Satisfaction: A Review and Theoretical Extension[J]. Organizational Behavior and Human Decision Processes, 2001, 86(1),67-98.
[21]. Stefan Gaertner. Structural Determinants of Job Satisfaction and Organizational Commitment in Turnover Models[J]. Human Resource Management Review, 1999, 9(4),479-493.
[22]. Abraham Sagie. Employee Absenteeism, Organizational Commitment, and Job Satisfaction: An other Look[J]. Journal of Vocational Behavior, 1998, 52,156-171.
[23]. David M. T. ,Ann R. F., Linda M.S. Personality and Vocational Behavior:A Selective Review of the Literature[J]. Journal of Vocational Behavior, 1998, 53,115-153.
[24].Wim Groot, Henriete M. B. Job Satisfaction and Preference Drift[J]. Economics Letters,1999,63,363-367.
[25].张治灿,方俐洛,凌文辁.中国职工组织承诺的结构模型检验[J].心理科学,2001,2,148-150
[26].凌文辁,张治灿,方俐洛.中国职工组织承诺研究[J].中国社会科学,2001,2,90-102.
[27].胡卫鹏,时勘.组织承诺的进展与展望[J].心理科学进展,2004,12,103-110.
[28].刘小平,王重鸣.组织承诺影响因素的模拟实验研究[J].中国管理科学,2002,6,97-100.
[29].崔勋.员工个人特性对组织承诺与离职意愿的影响研究[J].南开管理评论,2003,4,4-11.
[30].Laure,Parbudyal Singh.Career Commitment:A Reexamination and an Extension[J].Journal of Vocational Behavior,2002,61,73-91.
[31].Beck K.,Wilson C.Have we studied,should we study,and can we study the development of commitment Methodological issues and the developmental study of work related commitment[J].Human Resource Management Review,2001,11,257-278.
[32].Mowday R.T.,Steer R.M.,Porter L.Employee-organization linkages[M].New York,The Psychology of Commitment,Absenteeism and Turnover Academic Press,1982.
[33].Meyer J.P.,Alien J.N.Testing the side bet theory of organizational commitment:Some methodological considerations.[J]Journal of Applied Psychology,1984,69,372-378.
[34].谭晟,凌文辁.员工的组织承诺及其思考[J].中国人力资源开发,2003,1,17-19.
[35].韩翼,廖建桥.组织承诺周期模型的构建及实证研究.管理学报,2005,2(4),459-465.
[36].杨利平,杨继平.组织承诺概念及其结构模型发展的研究综述[J].现代管理科学,2006,11,65-67.
[37].乐国安,尹虹艳,王晓庄.组织承诺研究综述[J].应用心理学,2006,12(1),84-90.
[38].吴能全,黄河,钟耀丹.个人组织价值观匹配对组织承诺的影响[J].商业经济与 管理,2006,12,22-27.