中国家族企业组织认同及其相关因素研究
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摘要
本研究以组织行为学领域的热点问题组织认同为切入点,以改善中国家族企业内部管理、探询其获取竞争优势、实现持续成长的新思路为目的,在文献分析的基础上,通过问卷调查、深度访谈等实证方法对中国家族企业组织认同及其相关因素进行了探讨。研究内容和结论如下:
1、运用探索性因素分析和验证性因素分析的方法建构了中国家族企业组织认同的四维结构模型,这四个维度分别是:价值认同、工作认同、人际认同、文化认同。
2、从有利于改善家族企业管理实践的角度出发,运用典型相关分析方法探讨了基于组织的自我认定、基于领导的自我认定和沟通满意度三个因素对中国家族企业组织认同的影响效果。结果表明:三个因素对组织认同均有显著正向影响,其中基于组织的自我认定对组织认同的影响最显著。
3、运用探索性因素分析、结构方程模型中的验证性因素分析和全模型分析方法,探讨了中国家族企业中组织认同对员工心理与行为和组织绩效的影响。研究结果显示:组织认同对组织信任、发表意见行为、合作行为有正向影响,对离职意图有负向影响;对组织绩效和个人绩效有显著的正向影响。
4、运用一般回归分析、层次回归分析等统计方法对组织信任在组织认同对组织绩效的影响中的中介效应进行了探讨。研究结果显示:组织信任在组织认同与组织绩效间的部分中介效应显著。
5、运用均数多重比较的方法发现了中国家族企业中组织认同各维度在性别、年龄、教育程度、是否家族成员、职级、企业规模、企业成立时间等人口、组织学特征上的显著差异。
Aiming at improving management of China's family firms and seeking new approach for their continuous growth, this study explored the structure of organizational identification (OI) and the relationship between OI and its relavent factors in the background of China's familiy firms. Theoretical and empirical research methods were used with data collected through interviews, group discussions, and questionnaire surveys. Indepth examination was conducted on the following issues:
1. The contents and structure of OI in China's family firms. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were used. The findings suggest that the structure of OI in China's family firms is a four-factor model constitued of value identification, job identification, human-relations identification and culture identification.
2. The relationship between OI and its constructional factors in the background of China's familiy firms. Canonical correlation analysis was used to examine how OI was affected by employees' self-identity based on organization, self-identity based on leader and communicational satisfication. The findings indicate that all these three factores have significant effects on OI while self-identity based on organization affects OI most significantly.
3. The psychologic and behavioral consequences brought by OI to employees. EFA, CFA and SEM were used. The findings indicate that OI has significant positive effects on organizational trust, employees' voice behavior, cooperational behavior and performance, has significant negative effects on employees' turn-over intention.
4. The mediate effects of organizational trust in the relationship between OI and family firms' growth. Hierarchical regression analysis was used. The findings indicate that organizational trust partially mediates the relationship between OI and family firms' growth.
5. The demographical variables' effects on the contents of OI. ANOVA analysis and general linear model analysis were used. The findings indicate that different demography variable, such as gender, age, family membership, position, education, length of service, firm's scale and existing time, etc. exerts different influence on OI's four factors.
Current limitations and future research orientation were also discussed at the end of the dissertation.
1、运用探索性因素分析和验证性因素分析的方法建构了中国家族企业组织认同的四维结构模型,这四个维度分别是:价值认同、工作认同、人际认同、文化认同。
2、从有利于改善家族企业管理实践的角度出发,运用典型相关分析方法探讨了基于组织的自我认定、基于领导的自我认定和沟通满意度三个因素对中国家族企业组织认同的影响效果。结果表明:三个因素对组织认同均有显著正向影响,其中基于组织的自我认定对组织认同的影响最显著。
3、运用探索性因素分析、结构方程模型中的验证性因素分析和全模型分析方法,探讨了中国家族企业中组织认同对员工心理与行为和组织绩效的影响。研究结果显示:组织认同对组织信任、发表意见行为、合作行为有正向影响,对离职意图有负向影响;对组织绩效和个人绩效有显著的正向影响。
4、运用一般回归分析、层次回归分析等统计方法对组织信任在组织认同对组织绩效的影响中的中介效应进行了探讨。研究结果显示:组织信任在组织认同与组织绩效间的部分中介效应显著。
5、运用均数多重比较的方法发现了中国家族企业中组织认同各维度在性别、年龄、教育程度、是否家族成员、职级、企业规模、企业成立时间等人口、组织学特征上的显著差异。
Aiming at improving management of China's family firms and seeking new approach for their continuous growth, this study explored the structure of organizational identification (OI) and the relationship between OI and its relavent factors in the background of China's familiy firms. Theoretical and empirical research methods were used with data collected through interviews, group discussions, and questionnaire surveys. Indepth examination was conducted on the following issues:
1. The contents and structure of OI in China's family firms. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were used. The findings suggest that the structure of OI in China's family firms is a four-factor model constitued of value identification, job identification, human-relations identification and culture identification.
2. The relationship between OI and its constructional factors in the background of China's familiy firms. Canonical correlation analysis was used to examine how OI was affected by employees' self-identity based on organization, self-identity based on leader and communicational satisfication. The findings indicate that all these three factores have significant effects on OI while self-identity based on organization affects OI most significantly.
3. The psychologic and behavioral consequences brought by OI to employees. EFA, CFA and SEM were used. The findings indicate that OI has significant positive effects on organizational trust, employees' voice behavior, cooperational behavior and performance, has significant negative effects on employees' turn-over intention.
4. The mediate effects of organizational trust in the relationship between OI and family firms' growth. Hierarchical regression analysis was used. The findings indicate that organizational trust partially mediates the relationship between OI and family firms' growth.
5. The demographical variables' effects on the contents of OI. ANOVA analysis and general linear model analysis were used. The findings indicate that different demography variable, such as gender, age, family membership, position, education, length of service, firm's scale and existing time, etc. exerts different influence on OI's four factors.
Current limitations and future research orientation were also discussed at the end of the dissertation.
引文
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