晋升机会缺失对知识型员工角色内绩效的影响:内部人身份感知与知识共享氛围的作用
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摘要
通过问卷调查的方法,对来自广州、深圳、北京和上海等多地的知识密集型企业的161个有效样本进行分析,证实晋升机会缺失会对知识型员工的角色内绩效产生负面影响,即当组织缺乏晋升机会时,组织内的员工会降低其在扮演工作角色过程中的产出;其次,员工的内部人身份感知中介了晋升机会缺失对其角色内绩效的影响,晋升机会缺失对员工的"组织圈内人"身份形成不利,继而影响其工作产出;最后,组织中知识共享氛围水平越高,晋升机会缺失对员工内部人身份感知的负向影响越低,对晋升机会缺失及角色内绩效相关领域均具有理论与实践贡献。
This study, through a questionnaire survey,analyzes 161 valid samples of knowledge-intensive companies from Guangzhou, Shenzhen, Beijing, Shanghai and so on, and confirms that lack of promotion opportunity has a negative impact on the in-role performance of knowledge workers, which means that, when the organization lacks promotion opportunities, employees in the organization will reduce their output in work; secondly, the insider identity perception of employees plays an intermediary role between the lack of promotion opportunity and the in-role performance. Lacking promotion opportunity is not good for the formation of employees' identity within the "organizational circle", which in turn affects the output of their work. Finally, the higher the level of knowledge sharing atmosphere in the organization, the lower the negative impact of lack of promotion opportunity on employees' insider identity perception. This study has made both theoretical and practical contributions to the related areas of lack of promotion opportunity and in-role performance.
This study, through a questionnaire survey,analyzes 161 valid samples of knowledge-intensive companies from Guangzhou, Shenzhen, Beijing, Shanghai and so on, and confirms that lack of promotion opportunity has a negative impact on the in-role performance of knowledge workers, which means that, when the organization lacks promotion opportunities, employees in the organization will reduce their output in work; secondly, the insider identity perception of employees plays an intermediary role between the lack of promotion opportunity and the in-role performance. Lacking promotion opportunity is not good for the formation of employees' identity within the "organizational circle", which in turn affects the output of their work. Finally, the higher the level of knowledge sharing atmosphere in the organization, the lower the negative impact of lack of promotion opportunity on employees' insider identity perception. This study has made both theoretical and practical contributions to the related areas of lack of promotion opportunity and in-role performance.
引文
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[20]李燕萍,郑馨怡,刘宗华.基于资源保存理论的内部人身份感知对员工建言行为的影响机制研究[J].管理学报,2017,14(2):196-204.
[21]沈伊默,周婉茹,魏丽华,等.仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用[J].心理学报,2017,49(8):1100-1112.
[22]吴坤津,刘善仕,王红丽,等.“真有之情”与“应有之情”:内部人身份感知对员工创新行为的双重影响机制[J].商业经济与管理,2016(7):64-72.
[23]刘智强,邓传军,廖建桥,等.组织支持、地位认知与员工创新:雇佣多样性视角[J].管理科学学报,2015,18(10):80-94.
[24]曹兴,刘芳,邬陈锋.知识共享理论的研究述评[J].软科学,2010,24(9):133-137.
[25]QUINN J B, ANDERSON P, FINKELSTEIN S.Managing professional intellect:making the most of the best[J].Harvard Business Review,1996,74(2):71-80.
[26]金辉.内、外生激励因素与员工知识共享:挤出与挤入效应[J].管理科学,2013,26(3):31-44.
[27]王丽平,于志川,王淑华.心理距离对知识共享行为的影响研究:基于组织支持感的中介作用[J].科学学与科学技术管理,2013,34(9):37-45.
[28]赵书松.中国文化背景下员工知识共享的动机模型研究[J].南开管理评论,2013,16(5):26-37.
[29]陈浩.基于知识共享行为的企业员工满意度与工作绩效关系研究[D].合肥:安徽大学,2017.
[30]NORFADZILAH A,RAZAK Z,PANGIL F,et al. Theories of knowledge sharing behavior in business strategy[J]. Procedia Economics and Finance,2016,37:545-553.
[31]廖建桥,景珍思,刘文兴,等.晋升机会缺失对员工工作绩效的影响:内在动机与内部地位感知的中介作用[J].工业工程与管理, 2015,20(1): 15-21.
[32]刘洁琼.心理契约破裂对角色内绩效与离职倾向的影响机制研究[D].广州:华南理工大学,2014.
[2]FOSTER B P,LONIAL S,SHASTRI T. Mentoring, career plateau tendencies, turnover intentions and implications for narrowing pay and position gaps due to gender: structural equations modeling[J]. Journal of Applied Business Research, 2011,27(6):71-84.
[3]MOTOWILDO S J, BORMAN W C, SCHMIT M J.A theory of individual differences in task and contextual performance[J]. Human performance, 1997, 10(2):71-83.
[4]孙瑜.战略人力资源管理对工作绩效影响的跨层次研究:基于劳动关系的一元主义视角[D].长春:吉林大学,2015.
[5]吕霄,樊耘,张婕,等.前摄型人格对角色内绩效的影响:个性化交易和员工创新行为的作用[J].科学学与科学技术管理, 2016,37(8):170-180.
[6]FERENCE T P, STONER J A F,KIRBY W E. Managing the career plateau [J].Academy of Management Review,1977(2):602-612.
[7]刘智强.知识员工职业停滞测量与治理研究[D].武汉:华中科技大学,2005.
[8]田园.晋升缺失对员工激励效果的影响作用研究[D].武汉:华中科技大学,2010.
[9]谢俊,储小平,汪林.效忠主管与员工工作绩效的关系:反馈寻求行为和权力距离的影响[J].南开管理评论,2012,15(2):31-38,58.
[10]张好雨,王辉,郭理,等.领导权力分享、组织自尊和员工工作表现:内部人身份感知的调节作用[J].经济科学,2016(2):118-128.
[11]阎亮,樊耘,于维娜,等.基于晋升标准的权力需要、组织承诺与角色外行为[J].预测,2013,32(5):1-7.
[12]郑晓明,刘鑫.互动公平对员工幸福感的影响:心理授权的中介作用与权力距离的调节作用[J].心理学报,2016,48(6):693-709.
[13]STAMPER C L ,MASTERSON S S. Insider or outsider? How employee perceptions of insider status affect their work behavior[J]. Journal of Organization Behacior,2002,23:875-894.
[14]汪林,储小平,倪婧.领导-部属交换、内部人身份认知与组织公民行为:基于本土家族企业视角的经验研究[J].管理世界,2009(1):97-107,188.
[15]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1371-1382.
[16]俞明传,顾琴轩,朱爱武.员工实际介入与组织关系视角下的内部人身份感知对创新行为的影响研究[J].管理学报,2014,11(6):836-843.
[17]屠兴勇,张琪,王泽英,等.信任氛围、内部人身份认知与员工角色内绩效:中介的调节效应[J].心理学报,2017,49(1):83-93.
[18]库利.人类本性与社会秩序[M].包一凡,王源,译.北京:华夏出版社,1999.
[19]王雁飞,蔡如茵,林星驰.内部人身份认知与创新行为的关系:一个有调节的中介效应模型研究[J].外国经济与管理,2014,36(10):40-53.
[20]李燕萍,郑馨怡,刘宗华.基于资源保存理论的内部人身份感知对员工建言行为的影响机制研究[J].管理学报,2017,14(2):196-204.
[21]沈伊默,周婉茹,魏丽华,等.仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用[J].心理学报,2017,49(8):1100-1112.
[22]吴坤津,刘善仕,王红丽,等.“真有之情”与“应有之情”:内部人身份感知对员工创新行为的双重影响机制[J].商业经济与管理,2016(7):64-72.
[23]刘智强,邓传军,廖建桥,等.组织支持、地位认知与员工创新:雇佣多样性视角[J].管理科学学报,2015,18(10):80-94.
[24]曹兴,刘芳,邬陈锋.知识共享理论的研究述评[J].软科学,2010,24(9):133-137.
[25]QUINN J B, ANDERSON P, FINKELSTEIN S.Managing professional intellect:making the most of the best[J].Harvard Business Review,1996,74(2):71-80.
[26]金辉.内、外生激励因素与员工知识共享:挤出与挤入效应[J].管理科学,2013,26(3):31-44.
[27]王丽平,于志川,王淑华.心理距离对知识共享行为的影响研究:基于组织支持感的中介作用[J].科学学与科学技术管理,2013,34(9):37-45.
[28]赵书松.中国文化背景下员工知识共享的动机模型研究[J].南开管理评论,2013,16(5):26-37.
[29]陈浩.基于知识共享行为的企业员工满意度与工作绩效关系研究[D].合肥:安徽大学,2017.
[30]NORFADZILAH A,RAZAK Z,PANGIL F,et al. Theories of knowledge sharing behavior in business strategy[J]. Procedia Economics and Finance,2016,37:545-553.
[31]廖建桥,景珍思,刘文兴,等.晋升机会缺失对员工工作绩效的影响:内在动机与内部地位感知的中介作用[J].工业工程与管理, 2015,20(1): 15-21.
[32]刘洁琼.心理契约破裂对角色内绩效与离职倾向的影响机制研究[D].广州:华南理工大学,2014.