公务员组织公平感和工作满意度对关联绩效影响实证研究
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摘要
工作绩效的主要内容一直以来被人们认定在职位说明书之内。Borman和Motowidlo在1993年提出,工作绩效应该包括任务绩效和关联绩效,关联绩效虽然对一个组织的核心技术没有直接影响,但是它对任务绩效的完成起到润滑作用,提供了社会心理情境,增加了组织内部的沟通,有利于提高任务绩效和组织的整体绩效。
公务员代表国家从事社会公共事务管理,公务员的绩效是政府绩效的主体,公务员具有较高的关联绩效必然会提高政府绩效。然而,我国的公务员关联绩效实证研究还很少,尚缺乏有效的评测工具。因此,迫切需要编制一套具有中国特色的关联绩效量表。在文献收集整理和工作实践中,我们发现公务员组织公平感、工作满意度可对其关联绩效产生影响,但三者之间的关系如何,目前还没有相关的实证研究。
本研究开发了基于我国政府公务员关联绩效的量表,并通过一定方法检验了公务员组织公平感与关联绩效之间关系以及工作满意度在二者之间作用。工作满意度参考明尼苏达满意度短式量表,组织公平感参考刘亚等人在对我国的企业和政府机构组织公平感测量编制的量表,共22个题项。本研究主要在大连地区选取样本,调查对象主要包括15个政府工作部门,共发放问卷500份,回收456份,其中有效问卷421份。
通过探索性因子分析,将公务员关联绩效分为三个维度：责任意识、自我发展和工作尽职。结果发现：大连市政府机关公务员关联绩效总体水平较高,得分最高的维度是责任意识,得分最低的维度是工作尽职。差异分析结果显示,性别、年龄、不同部门性质的关联绩效差异不显著。本科学历的公务员关联绩效得分明显高于大专以下学历,工作6-10年的平均得分相对较低,规模较小的部门关联绩效得分较高。
组织公平感各维度与关联绩效各维度都存在着显著的正相关,程序公平和领导公平对公务员关联绩效具有显著的预测力,而分配公平和信息公平标准回归系数未达显著水平,这很可能与中国文化和公务员群体样本有关,中国文化属于泛家族主义基础上的人治文化,在这种文化下,家长式的领导和影响在组织中的作用、地位更加突出,因此,跟领导有关的互动公平在中国文化背景下显得更加重要。
工作满意度的三个因子内在满意度、外在满意度和一般满意度与关联绩效都存在显著正相关；内在满意度和一般满意度对公务员关联绩效有着显著的预测作用,外在满意度不显著。在公务员组织公平感与关联绩效的中介探讨中,工作满意度具有完全的中介作用。根据上述研究,本文在我国政府公务员关联绩效应用方面提出了有关对策建议。
Since a long time ago, people have taken job performance to cognize in duty directions. Borman and Motowidlo in particular developed a model based on two key types of performance-task and contextual. In contrast to task performance, which utilizes knowledge about facts and principles related to an organization's technical core, contextual performance utilizes knowledge of facts, principles, and procedures, all of which relate to situations that call for helping and cooperating with others. This type of performance is often not written in a job description but is nonetheless considered to be an important component of job performance.
The civil servants represent government to deal with public service. As the main body of government performance, civil servants possess higher contextual performance can take higher government performance. However, there is little empirical research and effective questionnaire on Chinese civil servants'contextual performance. It is necessary for developing the scientific and normative questionnaire to meter and promote the civil servants' contextual performance under the cultural background in China. Through the literature review and the pratical work, it is found that the civil servants'perceptions of organizational justice and job satisfaction may effects the contextual performance. There still is little empirical research on how they influcence contextual performance.
The purpose of this study is to establish contextual performance scale, and examine how the civil servants'perceptions of organizational justice influence contextual performance and to reveal the mediation effects of job satisfaction in perceptions of organizational justice and contextual performance. A questionnaire was used to collect data from500civil servants of12government departments in Dalian. Job satisfaction scale was in reference with Minnesota Satisfaction Questionnaire short-form, and the perceptions of organizational justice scale was in reference with Liu Y. etc established perceptions of organizational justice scale based on China's government and enterprises. At last,456questionnaires were collected, and valid questionnaires were421.
We classified civil servants'contextual performance as three dimensions by exploratory factor analysis, responsibility consciousness, self-development and working hard. The results showed that civil servants'contextual performance level is higher, and the highest dimension is responsibility consciousness, the lowest dimension is working hard. Difference analysis showed that contextual performance difference is not significant in gender, age and department properties. Civil servants with undergraduate degrees are higher than others in contextual performance, working years at6-10whose contextual performance level is lowest, and department scale is smaller which contextual performance level is higher.
There was high correlation between contextual performance and organizational justice, and procedural justice and leadership justice is the positive predictor of contextual performance while distribution justice and information justice procedural justice can't forecast contextual performance. The results probably related to Chinese culture and the characteristics of civil servants group, Chinese culture is a sort of extensive familism humanistic management culture, which makes leaders'function and position more outstanding. So interactional justice related to leadership has more important significance in Chinese cultural background.
The three dimensions of job satisfaction, intrinsic satisfaction, extrinsic satisfaction and general satisfaction all have high correlation with contextual performance. Internal satisfaction and external satisfaction can forecast contextual performance preferably, while general satisfaction can't forecast contextual performance. Additionally, the result also demonstrates that job satisfaction has completely mediation effects on perceptions of organizational justice and contextual performance. The research enriches the theories of contextual performance, and also gives some beneficial advices to pomoting the Chinese civil servants' contextual performance.
公务员代表国家从事社会公共事务管理,公务员的绩效是政府绩效的主体,公务员具有较高的关联绩效必然会提高政府绩效。然而,我国的公务员关联绩效实证研究还很少,尚缺乏有效的评测工具。因此,迫切需要编制一套具有中国特色的关联绩效量表。在文献收集整理和工作实践中,我们发现公务员组织公平感、工作满意度可对其关联绩效产生影响,但三者之间的关系如何,目前还没有相关的实证研究。
本研究开发了基于我国政府公务员关联绩效的量表,并通过一定方法检验了公务员组织公平感与关联绩效之间关系以及工作满意度在二者之间作用。工作满意度参考明尼苏达满意度短式量表,组织公平感参考刘亚等人在对我国的企业和政府机构组织公平感测量编制的量表,共22个题项。本研究主要在大连地区选取样本,调查对象主要包括15个政府工作部门,共发放问卷500份,回收456份,其中有效问卷421份。
通过探索性因子分析,将公务员关联绩效分为三个维度：责任意识、自我发展和工作尽职。结果发现：大连市政府机关公务员关联绩效总体水平较高,得分最高的维度是责任意识,得分最低的维度是工作尽职。差异分析结果显示,性别、年龄、不同部门性质的关联绩效差异不显著。本科学历的公务员关联绩效得分明显高于大专以下学历,工作6-10年的平均得分相对较低,规模较小的部门关联绩效得分较高。
组织公平感各维度与关联绩效各维度都存在着显著的正相关,程序公平和领导公平对公务员关联绩效具有显著的预测力,而分配公平和信息公平标准回归系数未达显著水平,这很可能与中国文化和公务员群体样本有关,中国文化属于泛家族主义基础上的人治文化,在这种文化下,家长式的领导和影响在组织中的作用、地位更加突出,因此,跟领导有关的互动公平在中国文化背景下显得更加重要。
工作满意度的三个因子内在满意度、外在满意度和一般满意度与关联绩效都存在显著正相关；内在满意度和一般满意度对公务员关联绩效有着显著的预测作用,外在满意度不显著。在公务员组织公平感与关联绩效的中介探讨中,工作满意度具有完全的中介作用。根据上述研究,本文在我国政府公务员关联绩效应用方面提出了有关对策建议。
Since a long time ago, people have taken job performance to cognize in duty directions. Borman and Motowidlo in particular developed a model based on two key types of performance-task and contextual. In contrast to task performance, which utilizes knowledge about facts and principles related to an organization's technical core, contextual performance utilizes knowledge of facts, principles, and procedures, all of which relate to situations that call for helping and cooperating with others. This type of performance is often not written in a job description but is nonetheless considered to be an important component of job performance.
The civil servants represent government to deal with public service. As the main body of government performance, civil servants possess higher contextual performance can take higher government performance. However, there is little empirical research and effective questionnaire on Chinese civil servants'contextual performance. It is necessary for developing the scientific and normative questionnaire to meter and promote the civil servants' contextual performance under the cultural background in China. Through the literature review and the pratical work, it is found that the civil servants'perceptions of organizational justice and job satisfaction may effects the contextual performance. There still is little empirical research on how they influcence contextual performance.
The purpose of this study is to establish contextual performance scale, and examine how the civil servants'perceptions of organizational justice influence contextual performance and to reveal the mediation effects of job satisfaction in perceptions of organizational justice and contextual performance. A questionnaire was used to collect data from500civil servants of12government departments in Dalian. Job satisfaction scale was in reference with Minnesota Satisfaction Questionnaire short-form, and the perceptions of organizational justice scale was in reference with Liu Y. etc established perceptions of organizational justice scale based on China's government and enterprises. At last,456questionnaires were collected, and valid questionnaires were421.
We classified civil servants'contextual performance as three dimensions by exploratory factor analysis, responsibility consciousness, self-development and working hard. The results showed that civil servants'contextual performance level is higher, and the highest dimension is responsibility consciousness, the lowest dimension is working hard. Difference analysis showed that contextual performance difference is not significant in gender, age and department properties. Civil servants with undergraduate degrees are higher than others in contextual performance, working years at6-10whose contextual performance level is lowest, and department scale is smaller which contextual performance level is higher.
There was high correlation between contextual performance and organizational justice, and procedural justice and leadership justice is the positive predictor of contextual performance while distribution justice and information justice procedural justice can't forecast contextual performance. The results probably related to Chinese culture and the characteristics of civil servants group, Chinese culture is a sort of extensive familism humanistic management culture, which makes leaders'function and position more outstanding. So interactional justice related to leadership has more important significance in Chinese cultural background.
The three dimensions of job satisfaction, intrinsic satisfaction, extrinsic satisfaction and general satisfaction all have high correlation with contextual performance. Internal satisfaction and external satisfaction can forecast contextual performance preferably, while general satisfaction can't forecast contextual performance. Additionally, the result also demonstrates that job satisfaction has completely mediation effects on perceptions of organizational justice and contextual performance. The research enriches the theories of contextual performance, and also gives some beneficial advices to pomoting the Chinese civil servants' contextual performance.
引文
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