员工坚韧性与个体绩效关系的实证研究
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摘要
随着中国经济的发展,企业在经济发展中起到了越来越重要的作用。坚韧性作为心理资本的网大成分之一,对员工个体绩效和企业绩效有重大影响。因此,研究员工的坚韧性与其个体绩效的关系是十分必要的。已有研究证明员工的坚韧性与其个体绩效显著正相关,但这些研究多是在西方背景下的,不一定体现了中国的具体情况,且就坚韧性对个体绩效的作用机制研究较少。
本研究在查阅大量文献的基础上,将坚韧性、工作满意度、组织承诺、个体绩效纳入到一个模型中进行研究,以验证中国江浙地区企业员工坚韧性与其个体绩效的相关性以及工作满意度和组织承诺是否在坚韧性影响个体绩效的过程中起到了中介作用。研究表明,坚韧性与个体绩效显著正相关,且工作满意度和组织承诺在坚韧性影响个体绩效的过程中起到了中介作用。
With the development of Chinese economy, enterprises are playing an increasingly important role in the economic development. Resilence is one of the four major componts of psychological capital. It has significant effect on employees'individual performance and enterprise performance. Therefore, the research on the relationship between resilience and individual performance is very necessary. There are researches demonstrating employees'resilience is significantly related to their individual performance, but these researches are mostly in the western context, so they may not reflect the specific situation of China. Moreover, there are few studies researching its mechanism.
Basing on a number of documents, the study puts resilience, job satisfaction, organizational commitment and individual performance into a model to verify the relationship between enterprise employees'resilience and their individual performance, and if job satisfaction and organizational commitment play intermediary roles in the process in Jiangsu and Zhejiang. This research shows that resilience is significantly related to individual performance. On the while, job satisfaction and organizational commitment mediator variables in the process.
本研究在查阅大量文献的基础上,将坚韧性、工作满意度、组织承诺、个体绩效纳入到一个模型中进行研究,以验证中国江浙地区企业员工坚韧性与其个体绩效的相关性以及工作满意度和组织承诺是否在坚韧性影响个体绩效的过程中起到了中介作用。研究表明,坚韧性与个体绩效显著正相关,且工作满意度和组织承诺在坚韧性影响个体绩效的过程中起到了中介作用。
With the development of Chinese economy, enterprises are playing an increasingly important role in the economic development. Resilence is one of the four major componts of psychological capital. It has significant effect on employees'individual performance and enterprise performance. Therefore, the research on the relationship between resilience and individual performance is very necessary. There are researches demonstrating employees'resilience is significantly related to their individual performance, but these researches are mostly in the western context, so they may not reflect the specific situation of China. Moreover, there are few studies researching its mechanism.
Basing on a number of documents, the study puts resilience, job satisfaction, organizational commitment and individual performance into a model to verify the relationship between enterprise employees'resilience and their individual performance, and if job satisfaction and organizational commitment play intermediary roles in the process in Jiangsu and Zhejiang. This research shows that resilience is significantly related to individual performance. On the while, job satisfaction and organizational commitment mediator variables in the process.
引文
[1]储奔,王晓宁.自我管理团队：概念、成功关键要素及其应用研究[1J].河北经贸人学学报,2006(4)：12-18.
[2]邓焰林.心理资本与个体绩效的关系研究——以企业中基层管理人员为调查对象[D].广东商学院,2009.
[3]杜娟.人力资源经理胜任特征与个人绩效的关系研究-心理资本的前因作用分析[J].南京社会科学,2010(7)：32-38.
[4]韩翼.工作绩效与工作满意度、组织承诺和目标定向的关系[J].心理学报,2008(1)：45-48.
[5]惠调艳.研发人员工作满意度与绩效关系实证研究[J].科学学与科学技术管理,2006(5)：145-156.
[6]李金波等.组织承诺对员工行为和工作绩效的影响研究[J].人类工效学2006/12(3)：17-19.
[7]李志勇等.心理资本与工作满意度、生活满意度的关系：工作家庭促进的中介作用[J].中国临床心理学杂志,2011/19(6)：818-820.
[8]李增懿.组织政治知觉、组织信任和员工个人绩效关系的实证研究[D].厦门大学,2007.
[9]梁博富,张炎.GZ农行员工心理资本与工作绩效关系研究[J].科技创业,2012(4)：59-67.
[10]凌文栓等.中国职工组织承诺的结构模型研究[J].管理科学学报,2000(3)：77-81
[11]刘飞,申博.心理资本、工作满意度和工作绩效关系研究——基于石家庄市制药企业的实证分析[J].经济视角,2011(35)：117.
[12]卢嘉,时勘等.工作满意度的评价结构和方法[J].人力资源开发,2001(1)：15-17.
[13]吴宗怡,徐联仓.满意度测量问卷之研制[D].中国科学院心理研究所,1988
[14]宋培林,林亚清.被感知承诺型人力资源管理、组织信任和员工个人绩效关系的实证研究[J].管理学家学术版,2010(9)：25-39.
[15]唐春勇.国有企业员工心理资本与组织承诺的关系研究[D].西南交通人学,2010.
[16]魏红权,冯江平.企业员工心埋资本、工作满意感、组织支持感与关系绩效关系的实证研究[A].第十二届全国心理学学术大会论文摘要集[C].2009.
[17]阳毅.大学生复原力量表的编制[D].华中师范大学,2005
[18]杨淑艳.现代企业员工心理资本与员工绩效关系的实证研究[D].安徽大学,2010.
[19]叶楠.企业员工NPO志愿行为、社会资本和员工个人绩效实证关系研究[D].厦门大学,2005.
[20]尹小龙等.中国企业青年职工心理资本的因果关系验证[J].科技管理研究,2012(6)：109-112.
[21]余凯成.关J：我国企业职工组织归属感研究[J].学术通讯,1985(2)：1-36.
[22]于肖楠,张建新.自我韧性量表与Connor-Davidson韧性量表的应用比较[J].心理科学,2007/130(5)：1169-1171
[23]仲理峰.心里资本对员工的工作绩效、组织承诺及组织公民行为的影响[J].心理学报,2007/39(2)：328-334.
[20]朱飞.研发人员薪酬制度模式、公平感与个人绩效的实证研究[J].人力资源管理,2009(6)：192-196.
[25]Allen N. J. and Meyer J.P.The Measurement and Antecedents of Affective, Continuance and Normative Commitmenttothe Organization[J]. Journal of Occupational Psychology,1990(63):1-18.
[26]Anne S. Tsui et al. Alternative Approaches to the Employee-organization Relationship:Does Investment in Employees Pay Off [J]. Academy of Management Journal, 1997/40(5):1089-1121.
[27]Baron R. M. and Kenny D. A. The Moderator-mediator Variable Distinction in Social Psychological Resesch:Conceptual, Strategix, and Statistical Considerations[J]. Journal of Personality and Social Psychology,1986/51(6):1173-1182.
[28]Bernardin and Beatty. Performance Appraisal:Assessing Human Behavior at Work[J].Boston:Kent Publishers,1984.
[29]Block J. and Kremen A.M. IQ and Ego-resiliency:Conceptual and Empirical Connections and Separateness[J]. Journal of Personality and Social Psychology, 1996(70):349-361.
[30]Borman W. C. and Motowidlo. Expanding the Criterion Domain to Include elements of Contextual Performance[M]. Jossey-Bass Publishers,1993.
[31]Campbell. The Performance Prediction Problem in Industrial and Organizational Psychology[J]. Handbook of Industrial and Organizational Psychology,1990(1): 687-572.
[32]Connor K. M. and Davidson J. R. T. Development of a New Resilience Scale:The Connor-Davidson Resilience Scale(CD-RISC) [J]. Depression and Anxiety,2003(18): 76-82.
[33]Coutu D. L How Resilience Works [J]. Harvard Business Review.2002/80(5):46-55.
[34]Garmezy N. Resiliency and Vulnerability to Adverse Developmental Outcomes Associated with Poverty[J]. The American Behavioral Scientist,1991(34):416-430.
[35]Hoppock R. Job Satisfaction[M].1935, New York:Arno Press.
[36]Kate and Kahn. The Social Psychology of Organizations[J]. New York,1978.
[37]Kline R. B. Principles and Practice of Structural Equation Modeling[M].1998, New York:Guilford Press.
[38]Luthans F. The Need for and Meaning of Positive Organizational Behavior[J]. Journal of Organizational Behavior,2002(23):695-706.
[39]Luthans F. and B. J. Avolio. PsyCap Resilience:Bouncing Back and Beyond[A]. in Psychological Capital:Developing the Human Competitive Edge.2007, Oxford University Press:New York.
[40]Luthans F. The Psychological Capital of Chinese Workers:Exploring the Relationship with Performance[J]. Management and Organization Review.2005/2(1): 249-271.
[41]Luthans F. Youssef C.M. and Avolio B. J. Psychological Capital:Developing the Human Competitive Edge[M].2007, Oxford, UK:Oxford University Press.
[42]Masten A. S. and Reed M. J. Resilience in Development [A], in Handbook of Positive Psychology, Snyder C. R. and Lopez S. J..2002, Oxford University Press:Oxford, UK. 74-88.
[43]Masten A. S. Resilience in Development:The Importance of Early Childhood[J]. Encyclopedia On Early Childhood Development,2006:1-6.
[44]Michael Armstrong and Angela Baron. Performance Management.1998, London:The Cromwell Press.
[45]Porter L. M. et al. Organizational Commitment, Job Satisfaction and Turnover among psychiatric Technicians[J].1974(3).
[46]Shores E. K. U. The Development of a Measure to Assess Core Resilience in Adults[D].2004, The University of Utah.
[47]Smith P.C. et al. The Measurement of Satisfaction in Work and Retirement[J]. Chircago, IL:Rand Mcnally,1969.
[48]Van Scotter and Motowidlo. Interpersonal Facilitation and Job Dedication as Separate Facets of Contextual Performance[J]. Journal of Supplied Psychology, 1996/11(5):525-531.
[49]Vroom V. Work and Motivation[J].1964, New York:Wiley.
[50]Weiss D. J. et al. Manual for the Minnesota Satisfaction Questionnaire[D] Minneapolis:University of Minnesota,1967.
[5l]Yu X.N. and Zhang J.X. Factor analysis and Psychometric Evaluation of the Connor-Davidson Resilience Scale (CD-RISC) in Chinese People[J]. Social Behavior and Personality,2007/35(1):19-30.
[52]Youssef C.M. and Luthans F. Resiliency Development of Organizations, Leaders and Employees:Multi-level Theory Building for Sustained Performance[A], in Monographs in Leadership and Management.2005, Oxford, UK:Elsevier.
[2]邓焰林.心理资本与个体绩效的关系研究——以企业中基层管理人员为调查对象[D].广东商学院,2009.
[3]杜娟.人力资源经理胜任特征与个人绩效的关系研究-心理资本的前因作用分析[J].南京社会科学,2010(7)：32-38.
[4]韩翼.工作绩效与工作满意度、组织承诺和目标定向的关系[J].心理学报,2008(1)：45-48.
[5]惠调艳.研发人员工作满意度与绩效关系实证研究[J].科学学与科学技术管理,2006(5)：145-156.
[6]李金波等.组织承诺对员工行为和工作绩效的影响研究[J].人类工效学2006/12(3)：17-19.
[7]李志勇等.心理资本与工作满意度、生活满意度的关系：工作家庭促进的中介作用[J].中国临床心理学杂志,2011/19(6)：818-820.
[8]李增懿.组织政治知觉、组织信任和员工个人绩效关系的实证研究[D].厦门大学,2007.
[9]梁博富,张炎.GZ农行员工心理资本与工作绩效关系研究[J].科技创业,2012(4)：59-67.
[10]凌文栓等.中国职工组织承诺的结构模型研究[J].管理科学学报,2000(3)：77-81
[11]刘飞,申博.心理资本、工作满意度和工作绩效关系研究——基于石家庄市制药企业的实证分析[J].经济视角,2011(35)：117.
[12]卢嘉,时勘等.工作满意度的评价结构和方法[J].人力资源开发,2001(1)：15-17.
[13]吴宗怡,徐联仓.满意度测量问卷之研制[D].中国科学院心理研究所,1988
[14]宋培林,林亚清.被感知承诺型人力资源管理、组织信任和员工个人绩效关系的实证研究[J].管理学家学术版,2010(9)：25-39.
[15]唐春勇.国有企业员工心理资本与组织承诺的关系研究[D].西南交通人学,2010.
[16]魏红权,冯江平.企业员工心埋资本、工作满意感、组织支持感与关系绩效关系的实证研究[A].第十二届全国心理学学术大会论文摘要集[C].2009.
[17]阳毅.大学生复原力量表的编制[D].华中师范大学,2005
[18]杨淑艳.现代企业员工心理资本与员工绩效关系的实证研究[D].安徽大学,2010.
[19]叶楠.企业员工NPO志愿行为、社会资本和员工个人绩效实证关系研究[D].厦门大学,2005.
[20]尹小龙等.中国企业青年职工心理资本的因果关系验证[J].科技管理研究,2012(6)：109-112.
[21]余凯成.关J：我国企业职工组织归属感研究[J].学术通讯,1985(2)：1-36.
[22]于肖楠,张建新.自我韧性量表与Connor-Davidson韧性量表的应用比较[J].心理科学,2007/130(5)：1169-1171
[23]仲理峰.心里资本对员工的工作绩效、组织承诺及组织公民行为的影响[J].心理学报,2007/39(2)：328-334.
[20]朱飞.研发人员薪酬制度模式、公平感与个人绩效的实证研究[J].人力资源管理,2009(6)：192-196.
[25]Allen N. J. and Meyer J.P.The Measurement and Antecedents of Affective, Continuance and Normative Commitmenttothe Organization[J]. Journal of Occupational Psychology,1990(63):1-18.
[26]Anne S. Tsui et al. Alternative Approaches to the Employee-organization Relationship:Does Investment in Employees Pay Off [J]. Academy of Management Journal, 1997/40(5):1089-1121.
[27]Baron R. M. and Kenny D. A. The Moderator-mediator Variable Distinction in Social Psychological Resesch:Conceptual, Strategix, and Statistical Considerations[J]. Journal of Personality and Social Psychology,1986/51(6):1173-1182.
[28]Bernardin and Beatty. Performance Appraisal:Assessing Human Behavior at Work[J].Boston:Kent Publishers,1984.
[29]Block J. and Kremen A.M. IQ and Ego-resiliency:Conceptual and Empirical Connections and Separateness[J]. Journal of Personality and Social Psychology, 1996(70):349-361.
[30]Borman W. C. and Motowidlo. Expanding the Criterion Domain to Include elements of Contextual Performance[M]. Jossey-Bass Publishers,1993.
[31]Campbell. The Performance Prediction Problem in Industrial and Organizational Psychology[J]. Handbook of Industrial and Organizational Psychology,1990(1): 687-572.
[32]Connor K. M. and Davidson J. R. T. Development of a New Resilience Scale:The Connor-Davidson Resilience Scale(CD-RISC) [J]. Depression and Anxiety,2003(18): 76-82.
[33]Coutu D. L How Resilience Works [J]. Harvard Business Review.2002/80(5):46-55.
[34]Garmezy N. Resiliency and Vulnerability to Adverse Developmental Outcomes Associated with Poverty[J]. The American Behavioral Scientist,1991(34):416-430.
[35]Hoppock R. Job Satisfaction[M].1935, New York:Arno Press.
[36]Kate and Kahn. The Social Psychology of Organizations[J]. New York,1978.
[37]Kline R. B. Principles and Practice of Structural Equation Modeling[M].1998, New York:Guilford Press.
[38]Luthans F. The Need for and Meaning of Positive Organizational Behavior[J]. Journal of Organizational Behavior,2002(23):695-706.
[39]Luthans F. and B. J. Avolio. PsyCap Resilience:Bouncing Back and Beyond[A]. in Psychological Capital:Developing the Human Competitive Edge.2007, Oxford University Press:New York.
[40]Luthans F. The Psychological Capital of Chinese Workers:Exploring the Relationship with Performance[J]. Management and Organization Review.2005/2(1): 249-271.
[41]Luthans F. Youssef C.M. and Avolio B. J. Psychological Capital:Developing the Human Competitive Edge[M].2007, Oxford, UK:Oxford University Press.
[42]Masten A. S. and Reed M. J. Resilience in Development [A], in Handbook of Positive Psychology, Snyder C. R. and Lopez S. J..2002, Oxford University Press:Oxford, UK. 74-88.
[43]Masten A. S. Resilience in Development:The Importance of Early Childhood[J]. Encyclopedia On Early Childhood Development,2006:1-6.
[44]Michael Armstrong and Angela Baron. Performance Management.1998, London:The Cromwell Press.
[45]Porter L. M. et al. Organizational Commitment, Job Satisfaction and Turnover among psychiatric Technicians[J].1974(3).
[46]Shores E. K. U. The Development of a Measure to Assess Core Resilience in Adults[D].2004, The University of Utah.
[47]Smith P.C. et al. The Measurement of Satisfaction in Work and Retirement[J]. Chircago, IL:Rand Mcnally,1969.
[48]Van Scotter and Motowidlo. Interpersonal Facilitation and Job Dedication as Separate Facets of Contextual Performance[J]. Journal of Supplied Psychology, 1996/11(5):525-531.
[49]Vroom V. Work and Motivation[J].1964, New York:Wiley.
[50]Weiss D. J. et al. Manual for the Minnesota Satisfaction Questionnaire[D] Minneapolis:University of Minnesota,1967.
[5l]Yu X.N. and Zhang J.X. Factor analysis and Psychometric Evaluation of the Connor-Davidson Resilience Scale (CD-RISC) in Chinese People[J]. Social Behavior and Personality,2007/35(1):19-30.
[52]Youssef C.M. and Luthans F. Resiliency Development of Organizations, Leaders and Employees:Multi-level Theory Building for Sustained Performance[A], in Monographs in Leadership and Management.2005, Oxford, UK:Elsevier.