基于“千金经营法式”案例的员工-组织目标一致性提升路径与绩效研究
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摘要
基于人-组织匹配理论,从目标一致性角度解析千金药业集团的"千金经营法式"案例。研究结果表明,该"法式"通过"绩效性薪酬""构建团队利益主体""活化员工利益主体"和"模块一致性"4个主要因素提升了员工-组织目标一致性;其核心就是重塑员工利益主体地位、活化员工行为动力机制,对回归企业员工主体、有效激励员工、提高组织绩效有重要理论启示。研究结果还进一步揭示:"千金经营法式"通过员工-组织目标一致性的提升促进员工主动行为,提高员工行为绩效和组织绩效。
Based on person-organization fit theory and using a goal congruence perspective,this research analyzes the case of Qianjin Pharmaceutical Group's"Qianjin Operating Method. "Findings indicate that four components that make this method successful in improving person-organization fit: performance-based pay,building group incentives,making employees stakeholders,and consistency of modules. This research provides theoretical guidance for making employees into stakeholders,motivating employee behavior,recognizing that employees are the foundation of the company,effectively rewarding employees,and improving organizational performance. Results show that the "Qianjin Operating Method "increases employee-organization fit,which has beneficial effects on employee proactive behavior,employee performance,and organizational performance.
Based on person-organization fit theory and using a goal congruence perspective,this research analyzes the case of Qianjin Pharmaceutical Group's"Qianjin Operating Method. "Findings indicate that four components that make this method successful in improving person-organization fit: performance-based pay,building group incentives,making employees stakeholders,and consistency of modules. This research provides theoretical guidance for making employees into stakeholders,motivating employee behavior,recognizing that employees are the foundation of the company,effectively rewarding employees,and improving organizational performance. Results show that the "Qianjin Operating Method "increases employee-organization fit,which has beneficial effects on employee proactive behavior,employee performance,and organizational performance.
引文
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[16]PATTIE M W,BENSON G,CASPER W,et al.Goal Congruence:Fitting International Assignment into Employee Careers[J].International Journal of Human Resource Management,2013,24(13):2 554-2 570.
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[19]YIN R K.Case Study Research:Design and Methods[M].5nd ed.London:Sage Publications,Beverly Hills,2013.
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[25]颜爱民,陈丽.高绩效工作系统对员工行为的影响---以心理授权为中介[J].中南大学学报:社会科学版,2016,22(3):107-113.
[26]KRISTOF-BROWN A L,ZIMMERMAN R D,JOHN-SON E C.Consequences of Individuals’Fit at Work:AMeta-Analysis of Person-Job,Person-Organization,Person-Group,and Person-Supervisor Fit[J].Personnel Psychology,2005,58(2):281-342.
[27]BIRDI K,CLEGG C,PATTERSON M,et al.The Impact of Human Resource and Operational Management Practices on Company Productivity:A Longitudinal Study[J].Personnel Psychology,2008,61(3):467-501.
[28]VAN DEN TOOREN M,DE JONG J.Job DemandsResources and Employee Health and Well-Being:The Moderating Role of Contract Type[J].Career Development International,2014,19(1):101-122.
[29]张田,罗家德.圈子中的组织公民行为[J].管理学报,2015,12(10):1 442-1 449.
[30]张晓宁,顾颖.知识型员工的工作满意度与组织承诺关系研究---以西安高新区科技型企业为例[J].经济管理,2010(1):77-85.
[31]GRIFFIN M A,NEAL A,PARKER S K.A New Model of Work Role Performance:Positive Behavior in Uncertain and Interdependent Contexts[J].Academy of Management Journal,2007,50(2):327-347.
[32]彭伟,李慧.悖论式领导对员工主动行为的影响机制---团队内部网络连带强度与上下级关系的作用[J].外国经济与管理,2018,40(7):142-154.
[33]朱瑜,黄丽君,曾程程.分布式领导是员工主动行为的驱动因素吗?---一个基于多重中介效应模型的检验[J].外国经济与管理,2014,36(9):38-51.
[34]CADSBY C B,SONG F,TAPON F.Sorting and Incentive Effects of Pay for Performance:An Experimental Investigation.[J].Academy of Management Journal,2007,50(2):387-405.
[35]EDWARD S,MARTIN R,RICCARDO P.Perceived Organizational Support,Organizational Identification,and Employee Outcomes:Testing a Simultaneous Multifoci Model.[J].Journal of Personnel Psychology,2015,9(1):17-26.
[36]HARTOG D N D,BELSCHAK F D.Personal Initiative,Commitment and Affect at Work[J].Journal of Occupational and Organizational Psychology,2011,80(4):601-622.
[37]STRAUSS K,GRIFFIN M A,PARKER S K,et al.Building and Sustaining Proactive Behaviors:The Role of Adaptivity and Job Satisfaction[J].Journal of Business and Psychology,2016,30(1):63-72.
[2]BOUCKENOOGHE D,ZAFAR A,RAJA U.How Ethical Leadership Shapes Employees’Job Performance:The Mediating Roles of Goal Congruence and Psychological Capital[J].Journal of Business Ethics,2015,129(2):251-264.
[3]CLERCQ D D,BOUCKENOOGHE D,RAJA U,et al.Unpacking the Goal Congruence-Organizational Deviance Relationship:The Roles of Work Engagement and Emotional Intelligence[J].Journal of Business Ethics,2014,124(4):695-711.
[4]FIRFIRAY S,MAYO M.The Lure of Work-Life Benefits:Perceived Person-Organization Fit as a Mechanism Explaining Job Seeker Attraction to Organizations[J].Human Resource Management,Journal,2017,56(4):629-649.
[5]BOON C,HARTOG D N D,BOSELIE P,et al.The Relationship Between Perceptions of HR Practices and Employee Outcomes:Examining the Role of Person-Organisation and Person-Job Fit[J].International Journal of Human Resource Management,2011,22(1):138-162.
[6]FARZANEH J,FARASHAH A D,KAZEMI M.The Impact of Person-Job Fit and Person-Organization Fit on Ocb[J].Personnel Review,2014,43(5):672-691.
[7]KRISTOF-BROWN A L,STEVENS C K.Goal Congruence in Project Teams:Does the Fit between Members Personal Mastery and Performance Goals Matter?[J].Journal of Applied Psychology,2001,86(6):1 083-1095.
[8]VANCOUVER J B,SCHMITT N W.An Exploratory Examination of Person-Organization Fit:Organizational Goal Congruence[J].Personnel Psychology,1991,44(2):333-352.
[9]LV Z,XU T.Psychological Contract Breach,High-Performance Work System and Engagement:The Mediated Effect of Person-Organization Fit[J].International Journal of Human Resource Management,2016,29(7):1 257-1 284.
[10]HOLLAND J L.Making Vocational Choices:A Theory of Vocational Personalities and Work Environments[J].British Journal of Guidance and Counselling,1995,27(1):153-154.
[11]MAY D R,GILSON R L,HARTER L M.The Psychological Conditions of Meaningfulness,Safety and Availability and the Engagement of the Human Spirit at Work[J].Journal of Occupational and Organizational Psychology,2004,77(1):11-37.
[12]DE CLERCQ D,THONGPAPANL N,DIMOV D A.Closer Look at Cross-Functional Collaboration and Product Innovativeness:Contingency Effects of Structural and Relational Context[J].Journal of Product Innovation Management,2011,28(5):680-699.
[13]章凯,李朋波,罗文豪,等.组织-员工目标融合的策略---基于海尔自主经营体管理的案例研究[J].管理世界,2014(4):124-145.
[14]LIAN H,FERRIS D L,BROWN D J.Does Taking the Good with the Bad Make Things Worse?How Abusive Supervision and Leader-Member Exchange Interact to Impact Need Satisfaction and Organizational Deviance[J].Organizational Behavior and Human Decision Processes,2012,117(1):41-52.
[15]VAN VIANEN A E M.Person-Organization Fit:The Match between Newcomers’and Recruiters’Preferences for Organizational Cultures.[J].Personnel Psychology,2000,53(1):113-149.
[16]PATTIE M W,BENSON G,CASPER W,et al.Goal Congruence:Fitting International Assignment into Employee Careers[J].International Journal of Human Resource Management,2013,24(13):2 554-2 570.
[17]MITCHELL M S,AMBROSE M L.Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs[J].Journal of Applied Psychology,2007,92(4):1 159-1 168.
[18]EISENHARDT K M.Agency Theory:An Assessment and Review[J].Academy of Management Review,1989,14(1):57-74.
[19]YIN R K.Case Study Research:Design and Methods[M].5nd ed.London:Sage Publications,Beverly Hills,2013.
[20]OZCAN P,EISENHARDT K M.Origin of Alliance Portfolios:Entrepreneurs,Network Strategies,and Firm Performance[J].Academy of Management Journal,2009,52(2):246-279.
[21]WENDY R B,BOUDREAU J W.Separating the Developmental and Evaluative Performance Appraisal Uses[J].Journal of Business and Psychology,2002,16(2):391-412.
[22]ALCHIAN A A,DEMSETZ H.Production,Information Costs,and Economic Organization[J].Engineering Management Review IEEE,1972,62(5):777-795.
[23]DEMSETZ H.Toward a Ilieoiy of Property Rights[J].American Economic Review,1967,57(2):347-359.
[24]O’BOYLE E H,PATEL P C,GONZALEZ-MULE.Employee Ownership and Firm Performance:A MetaAnalysis[J].Human Resource Management Journal,2016,26(4):425-448.
[25]颜爱民,陈丽.高绩效工作系统对员工行为的影响---以心理授权为中介[J].中南大学学报:社会科学版,2016,22(3):107-113.
[26]KRISTOF-BROWN A L,ZIMMERMAN R D,JOHN-SON E C.Consequences of Individuals’Fit at Work:AMeta-Analysis of Person-Job,Person-Organization,Person-Group,and Person-Supervisor Fit[J].Personnel Psychology,2005,58(2):281-342.
[27]BIRDI K,CLEGG C,PATTERSON M,et al.The Impact of Human Resource and Operational Management Practices on Company Productivity:A Longitudinal Study[J].Personnel Psychology,2008,61(3):467-501.
[28]VAN DEN TOOREN M,DE JONG J.Job DemandsResources and Employee Health and Well-Being:The Moderating Role of Contract Type[J].Career Development International,2014,19(1):101-122.
[29]张田,罗家德.圈子中的组织公民行为[J].管理学报,2015,12(10):1 442-1 449.
[30]张晓宁,顾颖.知识型员工的工作满意度与组织承诺关系研究---以西安高新区科技型企业为例[J].经济管理,2010(1):77-85.
[31]GRIFFIN M A,NEAL A,PARKER S K.A New Model of Work Role Performance:Positive Behavior in Uncertain and Interdependent Contexts[J].Academy of Management Journal,2007,50(2):327-347.
[32]彭伟,李慧.悖论式领导对员工主动行为的影响机制---团队内部网络连带强度与上下级关系的作用[J].外国经济与管理,2018,40(7):142-154.
[33]朱瑜,黄丽君,曾程程.分布式领导是员工主动行为的驱动因素吗?---一个基于多重中介效应模型的检验[J].外国经济与管理,2014,36(9):38-51.
[34]CADSBY C B,SONG F,TAPON F.Sorting and Incentive Effects of Pay for Performance:An Experimental Investigation.[J].Academy of Management Journal,2007,50(2):387-405.
[35]EDWARD S,MARTIN R,RICCARDO P.Perceived Organizational Support,Organizational Identification,and Employee Outcomes:Testing a Simultaneous Multifoci Model.[J].Journal of Personnel Psychology,2015,9(1):17-26.
[36]HARTOG D N D,BELSCHAK F D.Personal Initiative,Commitment and Affect at Work[J].Journal of Occupational and Organizational Psychology,2011,80(4):601-622.
[37]STRAUSS K,GRIFFIN M A,PARKER S K,et al.Building and Sustaining Proactive Behaviors:The Role of Adaptivity and Job Satisfaction[J].Journal of Business and Psychology,2016,30(1):63-72.