组织政治知觉、组织信任和员工个人绩效关系的实证研究
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摘要
在职场生活中,组织政治就像空气,无时不在,无处不在。但是由于话题的敏感性,人们却忌谈组织政治,因此理论界对组织政治的研究曾一度陷入僵局。直至20世纪80年代,以Ferris为代表的学者提出组织政治知觉这种更有效的研究方式后,学术界对组织政治的研究才再度升温。因此,本研究希望通过对中国企业员工的组织政治知觉的研究,初步提出中国文化背景下,组织政治知觉的概念、维度和影响,为企业管理者更好地认识、应对组织政治提供理论支持。
本研究共分为七章。第一章为研究概述,对选题背景进行了分析,并提出研究问题,说明了本研究的理论及现实意义,得出了本研究的研究思路与论文框架。第二章是相关研究述评,是本研究得以开展的理论基础。第三章为假设提出及模型构建,在第二章相关研究述评的基础上,提出相关假设,并建立本论文的研究构架。第四章为预测试分析,对问卷的信度和效度进行检测,提出正式问卷。第五章为正式的实证分析,根据搜集的数据,分析验证本研究提出的概念模型和相关假设。第六章为研究总结,全面总结本研究的主要结论,并提出相关政策建议。第七章指出了本文的主要创新点、研究不足之处并提出研究展望。
本研究研究结论表明:
1、组织政治知觉量表在中国符合三个维度的设计,绩效量表仍旧是两个维度;
2、组织政治知觉与组织信任之间显著的负相关,组织信任和员工个人绩效之间显著的正相关,组织政治知觉和员工个人绩效正相关,而组织信任并没有在组织政治知觉和员工个人绩效间起到显著的中介作用;
3、个人背景特征对于组织政治知觉、组织信任和员工个人绩效三个变量具有不同程度的影响。
In a company, organizational political behavior exists everywhere and every time as air. But because of the sensitivity of organizational political behavior, people abstain from talking about this theme. So the study of organizational political behavior got into a rattrap until the conception of perception of organizational political behavior was put forward by Ferris. So, the author surveyed the perception of organizational political behavior in order to put forward the conception, dimension and effect of perception of organizational political behavior.
This paper consists of seven chapters. Chapter 1 is the summary of research. It mainly analyzes the background of the topic and briefly illustrates the theoretical and practical meaning and the framework of this research. Chapter 2 reviews the related researches. Chapter 3 is the construction of the model and the proposal of hypotheses. Based on the review of the related study, the research framework is constructed and related hypotheses are proposed. Chapter 4 is designed for the pre-test analysis of the questionnaire reliability and validity testing, then advises a formal questionnaire. Chapter 5 is the empirical analyses of the factors of perception of organizational political behavior, organizational trust and employee individual performance. According to the survey data, the paper analyzes and tests the conceptual model and related hypotheses. Chapter 6 summarizes the research and gives the related suggestions. Chapter 7 concludes the main innovation and points out the limitations and further research direction.
The main conclusions of this study are as follows:
1. The scale of perception of organizational political behavior has three dimensions and the scale of employee individual performance has two.
2. Perception of organizational political behavior is significant negative correlated with organizational trust. Organizational trust is significant positive with employee individual performance. Perception of organizational political behavior is positive with employee individual performance. Organizational trust doesn't play a significant intermediary role between perception of organizational political behavior and employee individual performance.
3. Personal background characteristics have different impacts on the three variables.
本研究共分为七章。第一章为研究概述,对选题背景进行了分析,并提出研究问题,说明了本研究的理论及现实意义,得出了本研究的研究思路与论文框架。第二章是相关研究述评,是本研究得以开展的理论基础。第三章为假设提出及模型构建,在第二章相关研究述评的基础上,提出相关假设,并建立本论文的研究构架。第四章为预测试分析,对问卷的信度和效度进行检测,提出正式问卷。第五章为正式的实证分析,根据搜集的数据,分析验证本研究提出的概念模型和相关假设。第六章为研究总结,全面总结本研究的主要结论,并提出相关政策建议。第七章指出了本文的主要创新点、研究不足之处并提出研究展望。
本研究研究结论表明:
1、组织政治知觉量表在中国符合三个维度的设计,绩效量表仍旧是两个维度;
2、组织政治知觉与组织信任之间显著的负相关,组织信任和员工个人绩效之间显著的正相关,组织政治知觉和员工个人绩效正相关,而组织信任并没有在组织政治知觉和员工个人绩效间起到显著的中介作用;
3、个人背景特征对于组织政治知觉、组织信任和员工个人绩效三个变量具有不同程度的影响。
In a company, organizational political behavior exists everywhere and every time as air. But because of the sensitivity of organizational political behavior, people abstain from talking about this theme. So the study of organizational political behavior got into a rattrap until the conception of perception of organizational political behavior was put forward by Ferris. So, the author surveyed the perception of organizational political behavior in order to put forward the conception, dimension and effect of perception of organizational political behavior.
This paper consists of seven chapters. Chapter 1 is the summary of research. It mainly analyzes the background of the topic and briefly illustrates the theoretical and practical meaning and the framework of this research. Chapter 2 reviews the related researches. Chapter 3 is the construction of the model and the proposal of hypotheses. Based on the review of the related study, the research framework is constructed and related hypotheses are proposed. Chapter 4 is designed for the pre-test analysis of the questionnaire reliability and validity testing, then advises a formal questionnaire. Chapter 5 is the empirical analyses of the factors of perception of organizational political behavior, organizational trust and employee individual performance. According to the survey data, the paper analyzes and tests the conceptual model and related hypotheses. Chapter 6 summarizes the research and gives the related suggestions. Chapter 7 concludes the main innovation and points out the limitations and further research direction.
The main conclusions of this study are as follows:
1. The scale of perception of organizational political behavior has three dimensions and the scale of employee individual performance has two.
2. Perception of organizational political behavior is significant negative correlated with organizational trust. Organizational trust is significant positive with employee individual performance. Perception of organizational political behavior is positive with employee individual performance. Organizational trust doesn't play a significant intermediary role between perception of organizational political behavior and employee individual performance.
3. Personal background characteristics have different impacts on the three variables.
引文
[1]赵曙明.人力资源管理研究[M].北京:中国人民人学出版社,2001.
[2]刘梅梅.组织政治行为知觉及其对组织承诺影响的研究[D].杭州:浙江大学,2007.
[3]Ferris,G.R.Perceptions of organizational politics:Theory and research directions[J].Research in Multi-Level Issues,2002.
[4]Burns,T.Micro politics:Mechanisms of institutional change[J].Administrative Science Quarterly,1961(6):257-281.
[5]Mayes,B.&Allen,R.T..A definition of organizational politics[J].Academy of Management Review,1977,32(4):672-677.
[6]Tushman,M.L..A political approach to organizations:A review and rationale[J].Academy of Management Review,1977,2(3):206-216.
[7]Farrell.D.& Petersen.J.C..Patterns of political Behavior on organizations[J].Academy of Management Review,1982,Vol.7,No3:403-412
[8]Porter,L.W.&Angle,H.L..The politics of upward influence in organizations[J].Research in organizational Behavior,1981,3(2):109-149.
[9]Mintzberg,H..Power in and around organizations[J].Englewood Cliffs,1983.
[10]Kacmar,K.M.&Baron,R.A..Organizational politics:the state of the field links to related research,and an agenda for future research[J].Research in personnel and human resources management,1999(17):1-39.
[11]Ferris G.R.,Russ G.S.&Fandt P.M..Politics in organizations[J],Impression Management in the organization,1989:143-170.
[12]Ferris G.R.,T.A.Judge,K.M.Rowland &Fitzgibbons,D.E..Subordinate Influence and the Performance Evaluation Process:Test of a Model[J],Organizational Behavior and Human Decision,1994:101-135.
[13]关昕悦,陈维政.组织政治认知理论研究评述与展望[J].时代经贸,2008,6(1):14-15.
[14]Vigoda,G.E.Organizational politics,job attitudes,and work outcomes:Exploration and implications for the public sector[J].Journal of Vocational Behavioral,2000,26(5):175-190.
[15]Ferris,G R.&Kacmar,K.M.Perceptoins of Organizational Politics[J].Journal of Management,1992,18(1):93-116.
[16]Ferris,G R.,Harrell-Cook.G&Duleboh,J.H.Organizational politics:The nature of the relationship between politics perceptions and political behavior[J].Research in the Sociology of Organizational,2000(17):89-130.
[17]黄忠东.国外组织政治知觉研究综述[J].外国经济与管理,2004,26(3):15-18.
[18]陈壁辉,周飞敏,吴旭英.国内外组织政治知觉研究综述[J].新西部,2008,(2):101-102.
[19]Kacmar K.M.An examination of the perceptions of orgauzational politics model:relication and extension[J].Human relations,1999,52(3):383-403.
[20]黄忠东.组织政治,工作态度和工作结果关系的实证研究[J],煤炭经济研究,2004.
[21]马超,凌文辁,方俐洛.企业员工组织政治认知量表的构建[J].心理学报,2006,38(1):107-115.
[22]马超.组织政治认知及其对人力资源管理影响的研究[D].广州:暨南大学,2005.
[23]吴孝慈.组织政治知觉及其对组织承诺之影响[D].台湾:台湾中山大学,2001.
[24]李安民.组织政治知觉时员工工作态度之影响[D].台湾:台湾中山大学,2002.
[25]张正林.组织政治行为量表:一个本土化的经验建构[D].台湾:台湾中山大学,2002.
[26]Gilbert,J.A.,Tang.T..An Examination of Organizational Trust Antecedents[J].Public Personnel agement,1998,27(3):321-338.
[27]Akbar Zaheer,Bill McEvily,Vincenzo Perrone.Does Trust Matter? Exploring the Effects of Interorganizational and Interpersonal Trust on Performance[J].Organizational Science,1998,9(2):141-159.
[28]Lynne G.Zucker.Production of Trust:Institutional Sources of Economic Structure[J],1840-1920,Research in Organizational Behaviour,Vol 8:53-55.
[29]储小平,李怀祖.信任与家族企业的成长[J].管理世界,2003.
[30]马克斯·韦伯.儒教与道教[M].北京:商务印书馆,1997.
[31]RC Nyhan,HA Marlowe.Development and psychometric properties of the organizational trust inventory[J].Evaluation Review,1997.
[32]RC Mayer,JH Davis,FD Schoorman.An integrative model of organizational trust[J].Academy of management review,1995.
[33]DP McCauley,KW Kuhnert.A theoretical review and empirical investigation of employee trust in management[J].Public Administration Quarterly,1992.
[34]林钲芩.组织公正、信任、组织公民行为之研究:社会交换理论之观点[J].管理科学学报,1996,13(3):391-415.
[35]Costigan,R.D.,Itler,S.S.& Berman,J.J.A multi-dimension trust in organization[J].Journal of Managerial Issues,1998,Vol.6:303-317.
[36]Frank L.Jeffries,Richard Reed.Trust and Adaptation in Relational Contracting[J].Academy of Management Review,2000,25(4):873-882.
[37]许道然.公共部门组织信任与组织公民行为关系之研究[D].台湾:国立政治大学,2001.
[38]Gilbert,Jacqueline A.,Tang,Thomas LiPing.An Examination of Organisational Trust Antecedents[J].Public Personnel Management,1998.
[39]Akbar Zaheer,Bill McEbily,Vincenzo Perrone.Does Trust Matter? Exploring the Effects of Interorganizational and Interpersonal Trust on Performance[J].Organizational Science,1998.
[40]谷珊珊.领导能力与员工个人绩效的关系研究[D].西安:西安理工大学,2006.
[41]JP Campbell.Modeling the performance prediction problem in industrial and organizational psychology[J].Handbook of industrial and organizational psychology,1990.
[42]JP Campbell,RA McCloy,SH Oppler,CE Sager.A theory of performance[J].Personnel selection in organizations,1993.
[43]WC Borman,SJ Motowidlo.Expanding the criterion domain to include elements of contextual performance[J].Personnel selection in organizations,1993.
[44]Brumbrach.Performance management[M].London:The Cronwell Press,1988:15.
[45]SJ Motowidlo,JR Van Scetter.Evidence that task performance should be distinguished from contextual performance[J].Journal of Applied Psychology,1994.
[46]M Blumberg,CD Pringle.The Missing Opportunity in Organizational Research:Some Implications for a Theory of Work Performance[J].Academy of management Review,1982.
[47]J Tiffin,EJ McCormick.Industrial Psychology.Englewood Cliffs[M].NJ:Pentice-Hall,1965.
[48]D Katz,RL Kahn.The social psychology oforganizations[M].New York,1978.
[49]WF Cascio.Costing human resources:The financial impact of behavior in organizations[M].Thomson South-Western,1991.
[50]Lee,R.& Ashforth,H.E.A meta-analyfic examination of the correlates of the three dimensions of job burnout[J].Journal of Applied Psychology,1996,81(2):123-133.
[51]WC Borman,SJ Motowidlo,MJ Schmit.A theory of individual differences in task and contextual performance[J].Human Performance,1997.
[52]KM Kacmar,DP Bozeman,DS Carlson,WP Anthony.A partial test of the perceptions of organizational politics model[J].Human Relations,1999.
[53]黄素贞.员工组织政治知觉与工作投入及工作绩效关系之研究[D].台湾:国力中山大学,2002.
[54]秦晓蕾,孔繁斌.事业单位员工组织政治知觉对绩效影响实证研究[J].中国行政管理,2008.
[55]Parker,C.,Dipboye,R.,&Jackson,S..Perceptions of organizational politics:An investigation of antecedents and consequences[J].Journal of Management,1995,5:891-912.
[56]李宁,严进,金鸣轩.组织内信任对任务绩效的影响效应[J].心理学报,2006.
[57]李宁,严进.组织信任氛围对任务绩效的作用途径[J].心理学报,2007.
[58]林亚清.被感知承诺型人力资源管理、组织信任与员工个人绩效关系研究[D].厦门:厦门大学,2008.
[59]吴明隆.SPSS统计应用实务[M].北京:科学出版社,2003.
[60]SL Robinson.Trust and breach of the psychological contract[J].Administrative Science Quarterly,1996.
[2]刘梅梅.组织政治行为知觉及其对组织承诺影响的研究[D].杭州:浙江大学,2007.
[3]Ferris,G.R.Perceptions of organizational politics:Theory and research directions[J].Research in Multi-Level Issues,2002.
[4]Burns,T.Micro politics:Mechanisms of institutional change[J].Administrative Science Quarterly,1961(6):257-281.
[5]Mayes,B.&Allen,R.T..A definition of organizational politics[J].Academy of Management Review,1977,32(4):672-677.
[6]Tushman,M.L..A political approach to organizations:A review and rationale[J].Academy of Management Review,1977,2(3):206-216.
[7]Farrell.D.& Petersen.J.C..Patterns of political Behavior on organizations[J].Academy of Management Review,1982,Vol.7,No3:403-412
[8]Porter,L.W.&Angle,H.L..The politics of upward influence in organizations[J].Research in organizational Behavior,1981,3(2):109-149.
[9]Mintzberg,H..Power in and around organizations[J].Englewood Cliffs,1983.
[10]Kacmar,K.M.&Baron,R.A..Organizational politics:the state of the field links to related research,and an agenda for future research[J].Research in personnel and human resources management,1999(17):1-39.
[11]Ferris G.R.,Russ G.S.&Fandt P.M..Politics in organizations[J],Impression Management in the organization,1989:143-170.
[12]Ferris G.R.,T.A.Judge,K.M.Rowland &Fitzgibbons,D.E..Subordinate Influence and the Performance Evaluation Process:Test of a Model[J],Organizational Behavior and Human Decision,1994:101-135.
[13]关昕悦,陈维政.组织政治认知理论研究评述与展望[J].时代经贸,2008,6(1):14-15.
[14]Vigoda,G.E.Organizational politics,job attitudes,and work outcomes:Exploration and implications for the public sector[J].Journal of Vocational Behavioral,2000,26(5):175-190.
[15]Ferris,G R.&Kacmar,K.M.Perceptoins of Organizational Politics[J].Journal of Management,1992,18(1):93-116.
[16]Ferris,G R.,Harrell-Cook.G&Duleboh,J.H.Organizational politics:The nature of the relationship between politics perceptions and political behavior[J].Research in the Sociology of Organizational,2000(17):89-130.
[17]黄忠东.国外组织政治知觉研究综述[J].外国经济与管理,2004,26(3):15-18.
[18]陈壁辉,周飞敏,吴旭英.国内外组织政治知觉研究综述[J].新西部,2008,(2):101-102.
[19]Kacmar K.M.An examination of the perceptions of orgauzational politics model:relication and extension[J].Human relations,1999,52(3):383-403.
[20]黄忠东.组织政治,工作态度和工作结果关系的实证研究[J],煤炭经济研究,2004.
[21]马超,凌文辁,方俐洛.企业员工组织政治认知量表的构建[J].心理学报,2006,38(1):107-115.
[22]马超.组织政治认知及其对人力资源管理影响的研究[D].广州:暨南大学,2005.
[23]吴孝慈.组织政治知觉及其对组织承诺之影响[D].台湾:台湾中山大学,2001.
[24]李安民.组织政治知觉时员工工作态度之影响[D].台湾:台湾中山大学,2002.
[25]张正林.组织政治行为量表:一个本土化的经验建构[D].台湾:台湾中山大学,2002.
[26]Gilbert,J.A.,Tang.T..An Examination of Organizational Trust Antecedents[J].Public Personnel agement,1998,27(3):321-338.
[27]Akbar Zaheer,Bill McEvily,Vincenzo Perrone.Does Trust Matter? Exploring the Effects of Interorganizational and Interpersonal Trust on Performance[J].Organizational Science,1998,9(2):141-159.
[28]Lynne G.Zucker.Production of Trust:Institutional Sources of Economic Structure[J],1840-1920,Research in Organizational Behaviour,Vol 8:53-55.
[29]储小平,李怀祖.信任与家族企业的成长[J].管理世界,2003.
[30]马克斯·韦伯.儒教与道教[M].北京:商务印书馆,1997.
[31]RC Nyhan,HA Marlowe.Development and psychometric properties of the organizational trust inventory[J].Evaluation Review,1997.
[32]RC Mayer,JH Davis,FD Schoorman.An integrative model of organizational trust[J].Academy of management review,1995.
[33]DP McCauley,KW Kuhnert.A theoretical review and empirical investigation of employee trust in management[J].Public Administration Quarterly,1992.
[34]林钲芩.组织公正、信任、组织公民行为之研究:社会交换理论之观点[J].管理科学学报,1996,13(3):391-415.
[35]Costigan,R.D.,Itler,S.S.& Berman,J.J.A multi-dimension trust in organization[J].Journal of Managerial Issues,1998,Vol.6:303-317.
[36]Frank L.Jeffries,Richard Reed.Trust and Adaptation in Relational Contracting[J].Academy of Management Review,2000,25(4):873-882.
[37]许道然.公共部门组织信任与组织公民行为关系之研究[D].台湾:国立政治大学,2001.
[38]Gilbert,Jacqueline A.,Tang,Thomas LiPing.An Examination of Organisational Trust Antecedents[J].Public Personnel Management,1998.
[39]Akbar Zaheer,Bill McEbily,Vincenzo Perrone.Does Trust Matter? Exploring the Effects of Interorganizational and Interpersonal Trust on Performance[J].Organizational Science,1998.
[40]谷珊珊.领导能力与员工个人绩效的关系研究[D].西安:西安理工大学,2006.
[41]JP Campbell.Modeling the performance prediction problem in industrial and organizational psychology[J].Handbook of industrial and organizational psychology,1990.
[42]JP Campbell,RA McCloy,SH Oppler,CE Sager.A theory of performance[J].Personnel selection in organizations,1993.
[43]WC Borman,SJ Motowidlo.Expanding the criterion domain to include elements of contextual performance[J].Personnel selection in organizations,1993.
[44]Brumbrach.Performance management[M].London:The Cronwell Press,1988:15.
[45]SJ Motowidlo,JR Van Scetter.Evidence that task performance should be distinguished from contextual performance[J].Journal of Applied Psychology,1994.
[46]M Blumberg,CD Pringle.The Missing Opportunity in Organizational Research:Some Implications for a Theory of Work Performance[J].Academy of management Review,1982.
[47]J Tiffin,EJ McCormick.Industrial Psychology.Englewood Cliffs[M].NJ:Pentice-Hall,1965.
[48]D Katz,RL Kahn.The social psychology oforganizations[M].New York,1978.
[49]WF Cascio.Costing human resources:The financial impact of behavior in organizations[M].Thomson South-Western,1991.
[50]Lee,R.& Ashforth,H.E.A meta-analyfic examination of the correlates of the three dimensions of job burnout[J].Journal of Applied Psychology,1996,81(2):123-133.
[51]WC Borman,SJ Motowidlo,MJ Schmit.A theory of individual differences in task and contextual performance[J].Human Performance,1997.
[52]KM Kacmar,DP Bozeman,DS Carlson,WP Anthony.A partial test of the perceptions of organizational politics model[J].Human Relations,1999.
[53]黄素贞.员工组织政治知觉与工作投入及工作绩效关系之研究[D].台湾:国力中山大学,2002.
[54]秦晓蕾,孔繁斌.事业单位员工组织政治知觉对绩效影响实证研究[J].中国行政管理,2008.
[55]Parker,C.,Dipboye,R.,&Jackson,S..Perceptions of organizational politics:An investigation of antecedents and consequences[J].Journal of Management,1995,5:891-912.
[56]李宁,严进,金鸣轩.组织内信任对任务绩效的影响效应[J].心理学报,2006.
[57]李宁,严进.组织信任氛围对任务绩效的作用途径[J].心理学报,2007.
[58]林亚清.被感知承诺型人力资源管理、组织信任与员工个人绩效关系研究[D].厦门:厦门大学,2008.
[59]吴明隆.SPSS统计应用实务[M].北京:科学出版社,2003.
[60]SL Robinson.Trust and breach of the psychological contract[J].Administrative Science Quarterly,1996.