个人-企业价值观匹配对员工工作幸福感的影响
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摘要
本文基于社会认同理论和相似-吸引理论,有效整合个人-企业价值观匹配与工作绩效,试图探讨员工工作幸福感形成的多元内在机理。利用跨地域和跨行业的285个研究样本,采用多元回归和中介效应检验个人-企业价值观匹配的两个维度与工作幸福感的两个维度间的关系,揭示工作绩效发挥的中介作用。研究结果表明:员工与团队价值取向、工作与环境价值取向显著正向作用于员工的认知社会幸福感和职业幸福感,工作绩效中介个人-企业价值观匹配对工作幸福感的影响。因此,在文化管理时代背景下,企业应该在招聘和甄选人才环节注重员企价值观匹配,提高员工绩效,双向整合价值观管理和绩效管理,以提高员工工作幸福感。
Based on social identity theory and similarity-attraction theory, this paper effectively integrates the individual-enterprise value fit and job performance, attempting to explore the pluralistic internal mechanism of employee occupational well-being. Through empirical analysis of 285 cross-regional and cross-industry research samples, this paper uses multiple regression and mediating effects to test the relationship between the two dimensions of individual-enterprise value fit and the two dimensions of occupational well-being, and to reveal the mediating role of work performance. The research results show that employee and team's value orientation, work and environmental value orientation have a positive effect on employee cognitive social well-being and professional well-being, and job performance mediates the impact of individualenterprise value fit on occupational well-being. Therefore, in the context of cultural management era, enterprises should focus on the value congruence in employee recruitment and selection process, improve employee performance, and integrate value management and performance management to improve employees' well-being.
Based on social identity theory and similarity-attraction theory, this paper effectively integrates the individual-enterprise value fit and job performance, attempting to explore the pluralistic internal mechanism of employee occupational well-being. Through empirical analysis of 285 cross-regional and cross-industry research samples, this paper uses multiple regression and mediating effects to test the relationship between the two dimensions of individual-enterprise value fit and the two dimensions of occupational well-being, and to reveal the mediating role of work performance. The research results show that employee and team's value orientation, work and environmental value orientation have a positive effect on employee cognitive social well-being and professional well-being, and job performance mediates the impact of individualenterprise value fit on occupational well-being. Therefore, in the context of cultural management era, enterprises should focus on the value congruence in employee recruitment and selection process, improve employee performance, and integrate value management and performance management to improve employees' well-being.
引文
[1]赵慧娟.价值观匹配、能力匹配对情感承诺的影响机制研究[J].经济管理,2015,(11).
[2]赵慧娟,龙立荣.价值观匹配、能力匹配对中部地区员工离职倾向的影响[J].科学学与科学技术管理,2010,(12).
[3]Grogan Erin, Youngs Peter. Fitting in:Person Organization,Person-Job, and Person-Group Fit as Drivers of Teacher Mobility[R].Michigan:Education Policy Center Michigan State University,2011.
[4]Sousa J M D, Porto J B.. Happiness at Work:Organizational Values and Person-Organization Fit Impact[J].Paidéia, 2015, 25(61):211-220.
[5]Schwartz S H.. A Theory of Cultural Values and SomeImplications for Work[J].Applied Psychology,2007,48(1):23-47.
[6]Warr P.. Work, happiness, and unhappiness.[J].Journalof Positive Psychology, 2011, 4(2):193-195.
[7]Chatman J A.. Improving Interactional OrganizationalResearch:A Model of Person-Organization Fit.[J].Academy ofManagement Review, 1989, 14(3):333-349.
[8]朱青松,陈维政.员工价值观与组织价值观:契合衡量指标与契合模型[J].中国工业经济,2005,(5).
[9]邵芳,樊耘,张翼,等.基于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).
[10]赵慧娟,龙立荣.个人-组织匹配与工作满意度———价值观匹配、需求匹配与能力匹配的比较研究[J].工业工程与管理,2009,(4).
[11]Andrews M C, Baker T, Hunt T G.. Values andperson-organization fit:Does moral intensity strengthenoutcomes?[J]. Leadership&Organization Development Journal,2011, 32(1):5-19.
[12]Shin, Junghwan, Kim. The Effect of Social Worker'sPerson-Social Welfare Value Fit on Job Satisfaction andOrganizational Commitment:Mediating Role of Emotional Labor[J].Korean Journal of Social Welfare, 2014, 66(4):157-179.
[13]赵斌,韩盼盼,赵凤娜.价值观匹配与员工创新行为———内部人身份感知和批判性思维的作用[J].软科学,2017,(3).
[14]马贵梅,樊耘,于维娜,等.员工-组织价值观匹配影响建言行为的机制[J].管理评论,2015,(4).
[15]詹小慧,杨东涛,栾贞增.个人与组织价值观匹配对员工建言的影响[J].当代财经,2017,(6).
[16]Hoffman B, Bynum B H, Piccolo R F,&Sutton, A. W..Person-organization value congruence:How transformationalleaders influence work group effectiveness.[J].Academy ofManagement Journal, 2011, 54(4):779-796.
[17]Diener E, Oishi S, Lucas R E. Personality, culture, andsubjective well-being:emotional and cognitive evaluations oflife.[J].Annual Review of Psychology, 2003, 54(1):403-425.
[18]Bakker A B, Xanthopoulou D.. The crossover of dailywork engagement:Test of an actor-partner interdependencemodel.[J].Journal of Applied Psychology, 2009, 94(6):1562.
[19]Ryff C D, Singer B H.. Best news yet on the six-factormodel of well-being.[J].Social Science Research, 2006, 35(4):1103-1119.
[20]Robertson I, Cooper C.. Well-being:Productivity andhappiness at work[J].Journal of Public Mental Health, 2011, 12(3):173-174.
[21]Fisher C D.. Happiness at Work[J].International Journalof Management Reviews, 2010, 12(4):384–412.
[22]Dagen ais-Desmarais V, Savoie A.. What isPsychological Well-Being, Really? A Grassroots Approach fromthe Organizational Sciences[J].Journal of Happiness Studies,2012, 13(4):659-684.
[23]曲庆,高昂.个人-组织价值观契合如何影响员工的态度与绩效———基于竞争价值观模型的实证研究[J].南开管理评论,2013,(5).
[24]Widhiastuti H.. The Influence of Big Five PersonalityTraits, Work Values, and Compensation Satisfaction with thePerformance of Sales Services:Employment Insurance[J].International Journal of Applied Psychology, 2013,3(3), 74-78.
[25]陈金龙,尤美玲,林志臣,等.人-组织匹配与员工个体绩效关系的实证研究[J].南京审计大学学报,2016,(1).
[26]Rahiman H U, Kodikal R.. Impact of Employee WorkRelated Attitudes on Job Performance[J].Tqm Magazine,2017,18(1):30-43.
[27]Porter L W, Lawler E E.. Properties of organizationstructure in relation to job attitudes and job behavior[J].Psychological Bulletin, 1965, 64(1):23-51.
[28]Jiang K, Lepak D P, Hu J, et al.. How Does HumanResource Management Influence Organizational Outcomes? AMeta-analytic Investigation of Mediating Mechanisms[J].Academy of Management Journal, 2012, 55(6):1264-1294.
[29]Pelled L H, Eisenhardt K M, Xin K R.. Exploring theblack box:An analysis of work group diversity, conflict, andperformance.[J].Administrative Science Quarterly, 1999, 44(1):1-28.
[30]龙立荣,赵慧娟.个人-组织价值观匹配研究:绩效和社会责任的优势效应[J].管理学报,2009,(6).
[31]黄亮.中国企业员工工作幸福感的维度结构研究[J].中央财经大学学报,2014,(10).
[32]Borman W C.. Expanding the Criterion Domain toInclude Elements of Contextual Performance[J].N.schmitt&W.c.borman Personnel Selection in Organizations, 1993,1:71-98.
[2]赵慧娟,龙立荣.价值观匹配、能力匹配对中部地区员工离职倾向的影响[J].科学学与科学技术管理,2010,(12).
[3]Grogan Erin, Youngs Peter. Fitting in:Person Organization,Person-Job, and Person-Group Fit as Drivers of Teacher Mobility[R].Michigan:Education Policy Center Michigan State University,2011.
[4]Sousa J M D, Porto J B.. Happiness at Work:Organizational Values and Person-Organization Fit Impact[J].Paidéia, 2015, 25(61):211-220.
[5]Schwartz S H.. A Theory of Cultural Values and SomeImplications for Work[J].Applied Psychology,2007,48(1):23-47.
[6]Warr P.. Work, happiness, and unhappiness.[J].Journalof Positive Psychology, 2011, 4(2):193-195.
[7]Chatman J A.. Improving Interactional OrganizationalResearch:A Model of Person-Organization Fit.[J].Academy ofManagement Review, 1989, 14(3):333-349.
[8]朱青松,陈维政.员工价值观与组织价值观:契合衡量指标与契合模型[J].中国工业经济,2005,(5).
[9]邵芳,樊耘,张翼,等.基于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).
[10]赵慧娟,龙立荣.个人-组织匹配与工作满意度———价值观匹配、需求匹配与能力匹配的比较研究[J].工业工程与管理,2009,(4).
[11]Andrews M C, Baker T, Hunt T G.. Values andperson-organization fit:Does moral intensity strengthenoutcomes?[J]. Leadership&Organization Development Journal,2011, 32(1):5-19.
[12]Shin, Junghwan, Kim. The Effect of Social Worker'sPerson-Social Welfare Value Fit on Job Satisfaction andOrganizational Commitment:Mediating Role of Emotional Labor[J].Korean Journal of Social Welfare, 2014, 66(4):157-179.
[13]赵斌,韩盼盼,赵凤娜.价值观匹配与员工创新行为———内部人身份感知和批判性思维的作用[J].软科学,2017,(3).
[14]马贵梅,樊耘,于维娜,等.员工-组织价值观匹配影响建言行为的机制[J].管理评论,2015,(4).
[15]詹小慧,杨东涛,栾贞增.个人与组织价值观匹配对员工建言的影响[J].当代财经,2017,(6).
[16]Hoffman B, Bynum B H, Piccolo R F,&Sutton, A. W..Person-organization value congruence:How transformationalleaders influence work group effectiveness.[J].Academy ofManagement Journal, 2011, 54(4):779-796.
[17]Diener E, Oishi S, Lucas R E. Personality, culture, andsubjective well-being:emotional and cognitive evaluations oflife.[J].Annual Review of Psychology, 2003, 54(1):403-425.
[18]Bakker A B, Xanthopoulou D.. The crossover of dailywork engagement:Test of an actor-partner interdependencemodel.[J].Journal of Applied Psychology, 2009, 94(6):1562.
[19]Ryff C D, Singer B H.. Best news yet on the six-factormodel of well-being.[J].Social Science Research, 2006, 35(4):1103-1119.
[20]Robertson I, Cooper C.. Well-being:Productivity andhappiness at work[J].Journal of Public Mental Health, 2011, 12(3):173-174.
[21]Fisher C D.. Happiness at Work[J].International Journalof Management Reviews, 2010, 12(4):384–412.
[22]Dagen ais-Desmarais V, Savoie A.. What isPsychological Well-Being, Really? A Grassroots Approach fromthe Organizational Sciences[J].Journal of Happiness Studies,2012, 13(4):659-684.
[23]曲庆,高昂.个人-组织价值观契合如何影响员工的态度与绩效———基于竞争价值观模型的实证研究[J].南开管理评论,2013,(5).
[24]Widhiastuti H.. The Influence of Big Five PersonalityTraits, Work Values, and Compensation Satisfaction with thePerformance of Sales Services:Employment Insurance[J].International Journal of Applied Psychology, 2013,3(3), 74-78.
[25]陈金龙,尤美玲,林志臣,等.人-组织匹配与员工个体绩效关系的实证研究[J].南京审计大学学报,2016,(1).
[26]Rahiman H U, Kodikal R.. Impact of Employee WorkRelated Attitudes on Job Performance[J].Tqm Magazine,2017,18(1):30-43.
[27]Porter L W, Lawler E E.. Properties of organizationstructure in relation to job attitudes and job behavior[J].Psychological Bulletin, 1965, 64(1):23-51.
[28]Jiang K, Lepak D P, Hu J, et al.. How Does HumanResource Management Influence Organizational Outcomes? AMeta-analytic Investigation of Mediating Mechanisms[J].Academy of Management Journal, 2012, 55(6):1264-1294.
[29]Pelled L H, Eisenhardt K M, Xin K R.. Exploring theblack box:An analysis of work group diversity, conflict, andperformance.[J].Administrative Science Quarterly, 1999, 44(1):1-28.
[30]龙立荣,赵慧娟.个人-组织价值观匹配研究:绩效和社会责任的优势效应[J].管理学报,2009,(6).
[31]黄亮.中国企业员工工作幸福感的维度结构研究[J].中央财经大学学报,2014,(10).
[32]Borman W C.. Expanding the Criterion Domain toInclude Elements of Contextual Performance[J].N.schmitt&W.c.borman Personnel Selection in Organizations, 1993,1:71-98.