越契合组织,越适应工作?人-组织价值观匹配对新员工早期组织适应的影响
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摘要
本文考察了人-组织价值观匹配(团队、活力、市场、规范价值观)对新员工早期组织适应的影响机制,并论证组织吸引力在这一作用机制中的中介效应。运用多项式回归与响应面分析等方法 ,对职前期和适应期两个不同阶段所收集的331份新员工样本进行分析,发现以下结果 :(1)人-组织价值观匹配影响组织吸引力:对于团队/活力价值观,当组织价值观超过个人价值观时,组织对员工的吸引力更强;对于市场价值观,当个人价值观与组织价值观完全匹配时,员工的组织吸引力更强;对于规范价值观而言,人-组织价值观匹配与组织吸引力的影响关系不显著。(2)组织吸引力在团队价值观匹配、活力价值观匹配、市场价值观匹配与早期组织适应的关系间的中介作用,然而在规范价值观与早期组织适应的关系间未起到中介作用。本文的研究结果为如何提升新员工的组织适应提供了一定启发。
This study examined the influencing mechanism of P-O Fit on newcomers' adjustment from the interactionist perspective between employees and organization, and the mediating effect of organizational attraction.Based on the integrated use of quadratic polynomial regression with response surface analysis and hierarchical regression analysis, this study verified six theoretical assumptions through 331 effective samples which were collected at two different stages of prearrival stage and adjustment stage. The result showed: P-O Fit for clan value was positively related to organizational attraction, P-O Fit for adhocracy value was positively related to organizational attraction, the relationship P-O Fit for market value and organizational attraction was verified, and the relationship between P-O Fit for hierarchy value and organizational attraction was not verified; The relationship between P-O Fit for clan/adhocracy/market value and early newcomers' adjustment was mediated by organizational attraction.
This study examined the influencing mechanism of P-O Fit on newcomers' adjustment from the interactionist perspective between employees and organization, and the mediating effect of organizational attraction.Based on the integrated use of quadratic polynomial regression with response surface analysis and hierarchical regression analysis, this study verified six theoretical assumptions through 331 effective samples which were collected at two different stages of prearrival stage and adjustment stage. The result showed: P-O Fit for clan value was positively related to organizational attraction, P-O Fit for adhocracy value was positively related to organizational attraction, the relationship P-O Fit for market value and organizational attraction was verified, and the relationship between P-O Fit for hierarchy value and organizational attraction was not verified; The relationship between P-O Fit for clan/adhocracy/market value and early newcomers' adjustment was mediated by organizational attraction.
引文
1.何辉,黄月.(2015).组织社会化策略与新员工工作适应研究.管理学报,12(10),1457-1464.
2.姜道奎,于梦晓,柏群.(2018).人与组织匹配、信任倾向与工作绩效--一个有调节的中介模型.中国人力资源开发,35(1),37-47.
3.刘宁,王灵敏.(2015).人力资源管理政策对组织吸引力影响的实证研究.科技管理研究,35(9),216-222.
4.雷宏振,车晓娜.(2012).员工身份差异与组织吸引力及其自愿离职倾向的关系研究.软科学,26(3),110-114.
5.刘善仕,彭娟,段丽娜.(2012).人力资源实践、组织吸引力与工作绩效的关系研究.科学学与科学技术管理,33(6),172-180.
6.罗瑾琏,胡文安,钟竞.(2016).双元领导对新员工社会化适应与创新的双路径影响研究.科学学与科学技术管理,37(12),161-173.
7.马贵梅,樊耘,于维娜,颜静.(2015).员工-组织价值观匹配影响建言行为的机制.管理评论,27(4),85-98.
8.曲庆,高昂.(2013).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.南开管理评论,16(5),4-15.
9.亓胜辉,余林,马建苓.(2013).人格特质对认知老化的影响及其机制.心理科学进展,21(1),96-107.
10.翁清雄,吴松.(2015).组织吸引力的影响因素元分析:基于过去25年研究的回顾.预测,34(1),29-34.
11.姚琦,乐国安.(2011).企业新员工工作期望与组织社会化早期的适应:领导-部属交换的调节作用.南开管理评论,14(2),52-60.
12.姚琦,马华维,乐国安.(2010).新员工期望与组织社会化早期适应的关系.心理与行为研究,8(1),23-29.
13.杨智勤.(2015).组织吸引力要素对员工敬业度的影响机制研究.华东经济管理,29(6),121-127.
14.于海波,侯悦,何雪梅.(2016).主动性人格与职业成功关系研究--领导-成员交换关系中生涯适应力的作用.软科学,30(7),78-80+85.
15.张燕红,廖建桥.(2015).团队真实型领导、新员工反馈寻求行为与社会化结果.管理科学,28(2),126-136.
16.赵斌,韩盼盼,赵凤娜.(2017).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.软科学,31(3),83-86+91.
17.赵慧娟.(2015).价值观匹配、能力匹配对情感承诺的影响机制研究.经济管理,37(11),165-175.
18.Buckley,M.R.,Fedor,D.B.,Veres,J.G.,Wiese,D.S.,&Carraher,S.M.(1998).Investigating newcomer expectations and job-related outcomes.Journal of Applied Psychology,83(3),452-461.
19.Bell,B.S.,Ryan,A.M.,&Wiechmann.D.(2004).Justice expectations and applicant perceptions.International Journal of Selection&Assessment,12(1),24-38.
20.Cameron,K.S.,Quinn,R.E.,&Booksx,I.(2006).Diagnosing and changing organizational culture:Based on the competing values framework,third edition.Personnel Psychology,59(3),755-757.
21.Cooper-Thomas,H.,&Anderson,N.(2002).Newcomer adjustment:The relationship between organizational socialization tactics,information acquisition and attitudes.Journal of Occupational&Organizational Psychology,75(4),423-437.
22.Chapman,D.S.,Uggerslev,K.L.,&Carroll,S.A.(2005).Applicant attraction to organizations and job choice:A metaanalytic review of the correlates of recruiting outcomes.Journal of Applied Psychology,90(5),928-944.
23.Degrassi,S.W.(2017).The role of the applicant's moral identity and the firm's performance on the ethical signals/organization attraction relationship.Journal of Business Ethics,50(5),1-13.
24.Dahling,J.J.,&Librizzi,U.A.(2015).Integrating the theory of work adjustment and attachment theory to predict job turnover intentions.Journal of Career Development,2015,42(3),215-228.
25.Delobbe,N.,Cooper-Thomas,H.D.,&Hoe,R.D.(2016).A new look at the psychological contract during organizational socialization:The role of newcomers'obligations at entry.Journal of Organizational Behavior,37(6),845-867.
26.Edwards,J.R.,&Cable,D.M.(2009).The value of value congruence.Journal of Applied Psychology,94(3),654-677.
27.Fang,R.L.,Duffy,M.K.,&Shaw,J.D.(2011).The organizational socialization process:Review and development of a social capital model.Journal of Management,37(1),127-152.
28.Firfiray,S.,&Mayo,M.(2016).The lure of worklife benefits:Perceived person-organization fit as a mechanism explaining job seeker attraction to organizations.Human Resource Management,56(4),121-135.
29.Goetzmann,W.N.,&Peles,N.(1995).Cognitive dissonance and mutual fund investors.Journal of Financial Research,20(2),145-158.
30.Gruman,J.A.,Saks,A.M.,&Zweig,D.I.(2006).Organizational socialization tactics and newcomer proactive behaviors:An integrative study.Journal of Vocational Behavior,69(7),90-104.
31.Gabriel,A.S.,Diefendorff,J.M.,Chandler,M.M.,Moran,C.M.,&Greguras,G.J.(2014).The dynamic relationships of work affect and job satisfaction with perceptions of fit.Personnel Psychology,67(2),389-420
32.Joo,Y.R.,Moon,H.K.,&Choi,B.K.(2016).A moderated mediation model of CSR and organizational attractiveness among job applicants:Roles of perceived overall justice and attributed motives.Management Decision,54(6),1269-1293.
33.Hayes,A.F.,&Rockwood,N.J.(2016)Regression-based statistical mediation and moderation analysis in clinical research:Observations,recommendations,and implementation.Behavior Research and Therapy,98(2),39-57.
34.Highhouse,S.,Lievens,F.,&Sinar,E.(2003).Measuring attraction to organizations.Educational and Psychological Measurement,63(6),986-1001.
35.Hill,N.R.(2009).An empirical exploration of the occupational satisfaction of counselor educators:The influence of gender,tenure status,and minority status.Journal of Counseling&Development,87(7),55-61.
36.Korte,R.,&Lin,S.(2013).Getting on board:Organizational socialization and the contribution of social capital.Human Relations,66(3),407-428.
37.Kim,T.Y.,Aryee,S.,Loi,R.,&Kim,S.P.(2013).Personorganization fit and employee outcomes:Test of a social exchange model.International Journal of Human Resource Management,24(19),3719-3737.
38.Kammeyer-Mueller,J.,Wanberg,C.,Rubenstein,A.,&Zhaoli,S.(2013).Support,undermining,and newcomer socialization:Fitting in during the first 90 days.Academy of Management Journal,56(4),1104-1124.
39.Kammeyer-Mueller,J.D.,&Wanberg,C.R.(2003).Unwrapping the organizational entry process:Disentangling multiple antecedents and their pathways to adjustment.Journal of Applied Psychology,88(5),779-794.
40.Kammeyer,M.,John,D.,Livingston,B.A.,&Liao,H.(2011).Perceived similarity,proactive adjustment,and organizational socialization.Journal of Vocational Behavior,78(2),225-236.
41.Lam,W.,Huo,Y.,&Chen,Z.(2017).Who is fit to serve?Person-job/organization fit,emotional labor,and customer service performance.Human Resource Management,57(2),483-497.
42.Lamond,D.(2003).The value of Quinn's competing values model in an Australian context.Journal of Managerial Psychology,18(1),46-59.
43.Olsen,J.E.,Parsons,C.K.,&Martins,L.L.(2016).Gender diversity programs,perceived potential for advancement,and organizational attractiveness:An empirical examination of women in the United States and France.Group&Organization Management,41(3),271-309.
44.Quinn,R.,&Cameron,K.(1998).Diagnosing and Changing Organizational Culture:The Competing Values Framework(pp.121-137).MA:Addison-Wesley.
45.Schreurs,B.,Derous,E.,&Proost,K.(2010).The relation between selection expectations,perceptions and organizational attraction:a test of competing models.International Journal of Selection&Assessment,18(4),447-452.
46.Schoen,J.L.(2015).Effects of implicit achievement motivation,expected evaluations,and domain knowledge on creative performance.Journal of Organizational Behavior,36(3),319-338.
47.Seibert,S.E.,Crant,J.M.,Kraimer,M.L.(1999).Proactive personality and career success.Journal of Applied Psychology,84(3),416-427.
48.Somers,M.J.,&Lefkowitz,J.(1983).Self-esteem,need gratification,and work satisfaction:A test of competing explanations from consistency theory and self-enhancement theory.Journal of Vocational Behavior,22(3),303-311.
49.Tang,C.,Liu,Y.,Oh,H.,&Weitz,B.(2014).Socialization tactics of new retail employees:A pathway to organizational commitment.Journal of Retailing,90(1),62-73.
50.Terry,D.D.J.,Callan,V.J.,&Sartori,G.(1996).Employee adjustment to an organizational merger:Stress,coping and intergroup differences.Stress&Health,12(2),105-122.
51.Wanberg,C.R.,&Kammeyer-Mueller,J.D.(2000).Predictors and outcomes of proactivity in the socialization process.Journal of Applied Psychology,85(3),373-385.
52.Wang,M.O.,Zhan.Y.,&Mccune,E.(2011).Understanding newcomers'adaptability and work-related outcomes:Testing the mediating roles of perceived p-e fit variables.Personnel Psychology,64(1),163-189.
53.Yu,K.Y.T.,&Davis,H.M.(2016).Autonomy's impact on newcomer proactive behaviour and socialization:A needssupplies fit perspective.Journal of Occupational&Organizational Psychology,89(1),172-197.
54.Zhang,L.,&Gowan,M.A.(2012).Corporate social responsibility,applicants'individual traits,and organizational attraction:A person-organization fit perspective.Journal of Business&Psychology,27(3),345-362.
2.姜道奎,于梦晓,柏群.(2018).人与组织匹配、信任倾向与工作绩效--一个有调节的中介模型.中国人力资源开发,35(1),37-47.
3.刘宁,王灵敏.(2015).人力资源管理政策对组织吸引力影响的实证研究.科技管理研究,35(9),216-222.
4.雷宏振,车晓娜.(2012).员工身份差异与组织吸引力及其自愿离职倾向的关系研究.软科学,26(3),110-114.
5.刘善仕,彭娟,段丽娜.(2012).人力资源实践、组织吸引力与工作绩效的关系研究.科学学与科学技术管理,33(6),172-180.
6.罗瑾琏,胡文安,钟竞.(2016).双元领导对新员工社会化适应与创新的双路径影响研究.科学学与科学技术管理,37(12),161-173.
7.马贵梅,樊耘,于维娜,颜静.(2015).员工-组织价值观匹配影响建言行为的机制.管理评论,27(4),85-98.
8.曲庆,高昂.(2013).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.南开管理评论,16(5),4-15.
9.亓胜辉,余林,马建苓.(2013).人格特质对认知老化的影响及其机制.心理科学进展,21(1),96-107.
10.翁清雄,吴松.(2015).组织吸引力的影响因素元分析:基于过去25年研究的回顾.预测,34(1),29-34.
11.姚琦,乐国安.(2011).企业新员工工作期望与组织社会化早期的适应:领导-部属交换的调节作用.南开管理评论,14(2),52-60.
12.姚琦,马华维,乐国安.(2010).新员工期望与组织社会化早期适应的关系.心理与行为研究,8(1),23-29.
13.杨智勤.(2015).组织吸引力要素对员工敬业度的影响机制研究.华东经济管理,29(6),121-127.
14.于海波,侯悦,何雪梅.(2016).主动性人格与职业成功关系研究--领导-成员交换关系中生涯适应力的作用.软科学,30(7),78-80+85.
15.张燕红,廖建桥.(2015).团队真实型领导、新员工反馈寻求行为与社会化结果.管理科学,28(2),126-136.
16.赵斌,韩盼盼,赵凤娜.(2017).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.软科学,31(3),83-86+91.
17.赵慧娟.(2015).价值观匹配、能力匹配对情感承诺的影响机制研究.经济管理,37(11),165-175.
18.Buckley,M.R.,Fedor,D.B.,Veres,J.G.,Wiese,D.S.,&Carraher,S.M.(1998).Investigating newcomer expectations and job-related outcomes.Journal of Applied Psychology,83(3),452-461.
19.Bell,B.S.,Ryan,A.M.,&Wiechmann.D.(2004).Justice expectations and applicant perceptions.International Journal of Selection&Assessment,12(1),24-38.
20.Cameron,K.S.,Quinn,R.E.,&Booksx,I.(2006).Diagnosing and changing organizational culture:Based on the competing values framework,third edition.Personnel Psychology,59(3),755-757.
21.Cooper-Thomas,H.,&Anderson,N.(2002).Newcomer adjustment:The relationship between organizational socialization tactics,information acquisition and attitudes.Journal of Occupational&Organizational Psychology,75(4),423-437.
22.Chapman,D.S.,Uggerslev,K.L.,&Carroll,S.A.(2005).Applicant attraction to organizations and job choice:A metaanalytic review of the correlates of recruiting outcomes.Journal of Applied Psychology,90(5),928-944.
23.Degrassi,S.W.(2017).The role of the applicant's moral identity and the firm's performance on the ethical signals/organization attraction relationship.Journal of Business Ethics,50(5),1-13.
24.Dahling,J.J.,&Librizzi,U.A.(2015).Integrating the theory of work adjustment and attachment theory to predict job turnover intentions.Journal of Career Development,2015,42(3),215-228.
25.Delobbe,N.,Cooper-Thomas,H.D.,&Hoe,R.D.(2016).A new look at the psychological contract during organizational socialization:The role of newcomers'obligations at entry.Journal of Organizational Behavior,37(6),845-867.
26.Edwards,J.R.,&Cable,D.M.(2009).The value of value congruence.Journal of Applied Psychology,94(3),654-677.
27.Fang,R.L.,Duffy,M.K.,&Shaw,J.D.(2011).The organizational socialization process:Review and development of a social capital model.Journal of Management,37(1),127-152.
28.Firfiray,S.,&Mayo,M.(2016).The lure of worklife benefits:Perceived person-organization fit as a mechanism explaining job seeker attraction to organizations.Human Resource Management,56(4),121-135.
29.Goetzmann,W.N.,&Peles,N.(1995).Cognitive dissonance and mutual fund investors.Journal of Financial Research,20(2),145-158.
30.Gruman,J.A.,Saks,A.M.,&Zweig,D.I.(2006).Organizational socialization tactics and newcomer proactive behaviors:An integrative study.Journal of Vocational Behavior,69(7),90-104.
31.Gabriel,A.S.,Diefendorff,J.M.,Chandler,M.M.,Moran,C.M.,&Greguras,G.J.(2014).The dynamic relationships of work affect and job satisfaction with perceptions of fit.Personnel Psychology,67(2),389-420
32.Joo,Y.R.,Moon,H.K.,&Choi,B.K.(2016).A moderated mediation model of CSR and organizational attractiveness among job applicants:Roles of perceived overall justice and attributed motives.Management Decision,54(6),1269-1293.
33.Hayes,A.F.,&Rockwood,N.J.(2016)Regression-based statistical mediation and moderation analysis in clinical research:Observations,recommendations,and implementation.Behavior Research and Therapy,98(2),39-57.
34.Highhouse,S.,Lievens,F.,&Sinar,E.(2003).Measuring attraction to organizations.Educational and Psychological Measurement,63(6),986-1001.
35.Hill,N.R.(2009).An empirical exploration of the occupational satisfaction of counselor educators:The influence of gender,tenure status,and minority status.Journal of Counseling&Development,87(7),55-61.
36.Korte,R.,&Lin,S.(2013).Getting on board:Organizational socialization and the contribution of social capital.Human Relations,66(3),407-428.
37.Kim,T.Y.,Aryee,S.,Loi,R.,&Kim,S.P.(2013).Personorganization fit and employee outcomes:Test of a social exchange model.International Journal of Human Resource Management,24(19),3719-3737.
38.Kammeyer-Mueller,J.,Wanberg,C.,Rubenstein,A.,&Zhaoli,S.(2013).Support,undermining,and newcomer socialization:Fitting in during the first 90 days.Academy of Management Journal,56(4),1104-1124.
39.Kammeyer-Mueller,J.D.,&Wanberg,C.R.(2003).Unwrapping the organizational entry process:Disentangling multiple antecedents and their pathways to adjustment.Journal of Applied Psychology,88(5),779-794.
40.Kammeyer,M.,John,D.,Livingston,B.A.,&Liao,H.(2011).Perceived similarity,proactive adjustment,and organizational socialization.Journal of Vocational Behavior,78(2),225-236.
41.Lam,W.,Huo,Y.,&Chen,Z.(2017).Who is fit to serve?Person-job/organization fit,emotional labor,and customer service performance.Human Resource Management,57(2),483-497.
42.Lamond,D.(2003).The value of Quinn's competing values model in an Australian context.Journal of Managerial Psychology,18(1),46-59.
43.Olsen,J.E.,Parsons,C.K.,&Martins,L.L.(2016).Gender diversity programs,perceived potential for advancement,and organizational attractiveness:An empirical examination of women in the United States and France.Group&Organization Management,41(3),271-309.
44.Quinn,R.,&Cameron,K.(1998).Diagnosing and Changing Organizational Culture:The Competing Values Framework(pp.121-137).MA:Addison-Wesley.
45.Schreurs,B.,Derous,E.,&Proost,K.(2010).The relation between selection expectations,perceptions and organizational attraction:a test of competing models.International Journal of Selection&Assessment,18(4),447-452.
46.Schoen,J.L.(2015).Effects of implicit achievement motivation,expected evaluations,and domain knowledge on creative performance.Journal of Organizational Behavior,36(3),319-338.
47.Seibert,S.E.,Crant,J.M.,Kraimer,M.L.(1999).Proactive personality and career success.Journal of Applied Psychology,84(3),416-427.
48.Somers,M.J.,&Lefkowitz,J.(1983).Self-esteem,need gratification,and work satisfaction:A test of competing explanations from consistency theory and self-enhancement theory.Journal of Vocational Behavior,22(3),303-311.
49.Tang,C.,Liu,Y.,Oh,H.,&Weitz,B.(2014).Socialization tactics of new retail employees:A pathway to organizational commitment.Journal of Retailing,90(1),62-73.
50.Terry,D.D.J.,Callan,V.J.,&Sartori,G.(1996).Employee adjustment to an organizational merger:Stress,coping and intergroup differences.Stress&Health,12(2),105-122.
51.Wanberg,C.R.,&Kammeyer-Mueller,J.D.(2000).Predictors and outcomes of proactivity in the socialization process.Journal of Applied Psychology,85(3),373-385.
52.Wang,M.O.,Zhan.Y.,&Mccune,E.(2011).Understanding newcomers'adaptability and work-related outcomes:Testing the mediating roles of perceived p-e fit variables.Personnel Psychology,64(1),163-189.
53.Yu,K.Y.T.,&Davis,H.M.(2016).Autonomy's impact on newcomer proactive behaviour and socialization:A needssupplies fit perspective.Journal of Occupational&Organizational Psychology,89(1),172-197.
54.Zhang,L.,&Gowan,M.A.(2012).Corporate social responsibility,applicants'individual traits,and organizational attraction:A person-organization fit perspective.Journal of Business&Psychology,27(3),345-362.