目标自我一致和工作态度关系的研究
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摘要
自我决定理论(self-determination theory，SDT)对动机理论的贡献在于它认为人类动机有四种类型并且是一个在自主性维度上的连续体。目标自我一致理论在SDT的基础上，通过对被试主动生成的目标进行研究，揭示了不同类型的动机的整合程度(目标自我一致)以及这样的整合对目标行为和幸福感的影响。另外，与SDT研究相一致的是，目标自我一致的研究也揭示了自主性动机对心理结果的重要作用。本研究在SDT的理论框架中，主要探讨员工的工作目标设置背后的动机过程，以及这样的过程对员工的工作认知和工作态度的影响；另外，从组织和个人特征的角度，我们考察了对员工目标自我一致的影响因素。本研究的模型整合了目标自我一致、心理授权、组织支持感和组织承诺等研究。我们通过问卷调查的方法收集数据，所得到的主要结论如下：
1．目标自我一致／自主性动机对心理授权有着显著的影响；而控制性动机对心理授权无显著影响。
2．目标自我一致／自主性动机仅对工作满意度、情感承诺有显著影响，而对规范承诺、持续承诺无显著响；控制性动机对工作满意度和组织承诺的三个维度均无显著影响。
3．心理授权对工作满意度和情感承诺有显著的影响。
4．心理授权在目标自我一致／自主性动机和工作态度之间起中介作用。
5．组织支持感和自尊分别对目标自我一致有着显著的影响。
Self-determination theory(SDT) contributes to motivation theories bydifferentiating four types of motivation, which lie on a continuum of autonomy orself-determination. Goal self-concordance theory extends SDT research by focusingon people's self-generating goals and their underlying motivational process, whichreveals the integration level of the four types of motivation, that is, the goalself-concordance. According to goal self-concordance researchers, goalself-concordance has significant impact on goal-pursuit behaviors and people'swell-being. Consistent with SDT tradition, they also find the strong relationshipsbetween autonomous motivation and its psychological outcomes.
Our research is aimed to investigate the motivation process tmdeflyingpeople's self-generating goals and its influence on task cognition (psychologicalempowerment) and work attitudes(job satisfaction and organizational commitment).We also investigate contextual and personality factors that influence goal self-concordance. Perceived Organizational Support (POS) and self-esteem areconsidered. Models in our study combine the fruits of researches mentioned above.The results indicate that:
1.Goal self-concordance and autonomous motivation respectively havesignificant influence on psychological empowerment, while controlled motivationdoes not.
2.Goal self-concordance and autonomous motivation respectively havesignificant influence on job satisfaction and affective commitment, and none ofthem has significant influence on normative commitment and continuancecommitment. Controlled motivation has no significant influence on each dimensionof organizational commitment.
3.Psychological empowerment has significant influence on jobsatisfaction and affective commitment.
4.Psychological empowerment mediates the relationships between goalself-concordance/autonomous motivation and job attitudes(job satisfaction andaffective commitment).
5.POS and self-esteem respectively have significant influence on goalself-concordance
1．目标自我一致／自主性动机对心理授权有着显著的影响；而控制性动机对心理授权无显著影响。
2．目标自我一致／自主性动机仅对工作满意度、情感承诺有显著影响，而对规范承诺、持续承诺无显著响；控制性动机对工作满意度和组织承诺的三个维度均无显著影响。
3．心理授权对工作满意度和情感承诺有显著的影响。
4．心理授权在目标自我一致／自主性动机和工作态度之间起中介作用。
5．组织支持感和自尊分别对目标自我一致有着显著的影响。
Self-determination theory(SDT) contributes to motivation theories bydifferentiating four types of motivation, which lie on a continuum of autonomy orself-determination. Goal self-concordance theory extends SDT research by focusingon people's self-generating goals and their underlying motivational process, whichreveals the integration level of the four types of motivation, that is, the goalself-concordance. According to goal self-concordance researchers, goalself-concordance has significant impact on goal-pursuit behaviors and people'swell-being. Consistent with SDT tradition, they also find the strong relationshipsbetween autonomous motivation and its psychological outcomes.
Our research is aimed to investigate the motivation process tmdeflyingpeople's self-generating goals and its influence on task cognition (psychologicalempowerment) and work attitudes(job satisfaction and organizational commitment).We also investigate contextual and personality factors that influence goal self-concordance. Perceived Organizational Support (POS) and self-esteem areconsidered. Models in our study combine the fruits of researches mentioned above.The results indicate that:
1.Goal self-concordance and autonomous motivation respectively havesignificant influence on psychological empowerment, while controlled motivationdoes not.
2.Goal self-concordance and autonomous motivation respectively havesignificant influence on job satisfaction and affective commitment, and none ofthem has significant influence on normative commitment and continuancecommitment. Controlled motivation has no significant influence on each dimensionof organizational commitment.
3.Psychological empowerment has significant influence on jobsatisfaction and affective commitment.
4.Psychological empowerment mediates the relationships between goalself-concordance/autonomous motivation and job attitudes(job satisfaction andaffective commitment).
5.POS and self-esteem respectively have significant influence on goalself-concordance
引文
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[39] Joussemet, M., Koestner, R., Lekes, N., & Houlfort, N. (2004). Introducing uninteresting tasks to children:a comparison of the effects of rewards and autonomy support. Journal of Personality, 72, 139-166.
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[43] Judge, T. A., Erez, A., Bono, J. E., & Thoresen, C. J. (2002). Are measures of self-esteem, neuroticism, locus of control, and generalized self-efficacy indicators of a common core construct? Journal of Personality and Social Psychology, 83,693-710.
[44] Judge, T. A., & Hulin, C. L. (1993). Job satisfaction as a reflection of disposition: A multiple source causal analysis. Organizational Behavior and Human Decision Processes, 56, 388-421.
[45] O'Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization ofprosocial behavior. Journal of Applied Psychology, 71: 492-499.
[46] Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction -job performance relationship: a qualitative and quantitative review. Psychological Bulletin, 127, 376-407.
[47] Kanfer, R., & Ackerman, P. L. (2004). Aging, adult development, and work motivation. Academy of Management Review, 29, 440-458
[48] Koestner, R., Bernieri, F., & Zuckerman, M. (1992). Self-determination and consistency between attitudes, traits,and behaviors. Personality and Social Psychology Bulletin, 18, 52-59.
[49] Kottke J L, Sharafmski C E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48: 1075-1079
[50] Kraimer M L. (1999).Psychological Empowerment as a Multidimensional Construct: A Test of Construct Validity. Educational & Psychological Measurement.59: 127～142
[51] Kunda, Z., & Schwartz, S. H. (1983). Undermining intrinsic moral motivation: external reward and self-presentation. Journal of Personality and Social Psychology, 45, 763-771.
[52] Rhoades, L.& Eisenberger, R. Perceived organizational support; a review of the literature. Journal of Applied Psychology, 2002,87: 698-714
[53] Ryan, R. M., & Connell, J. P. (1989). Perceived locus of causality and internalization: Examining reasons for acting in two domains. Journal of Personality and Social Psychology, 57: 749-761.
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[2] Ashforth, B. E. (1989).The experience of powerlessness in organizations. Organizational Behavior and Human Decision Processes, 43: 207-242.
[3] Ashforth, B. E. (1990). The organizationally induced helplessness syndrome: A preliminary model. Canadian Journal of Administrative Sciences, 7: 30-36.
[4] Barrd, P. P., Deci, E. L., & Ryan, R. M. (2004). The relation of intrinsic need satisfaction to performance and well-being in two work settings. Journal of Applied Social Psychology, 34, 2045-2068.
[5] Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51: 1173-1182.
[6] Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84: 191-215.
[7] Bandura, A. (1989). Human agency in social cognitive theory. American Psychologist, 44: 1175-1184.
[8] Black, A. E., &. Deci, E, L, (2000). The effects of instructors' autonomy support and students' autonomous motivation on learning organic chemistry: A Self-Determination Theory perspective, Science Education, 84, 740-756.
[9] Blau, J. R., & Alba, R. D. (1982). Empowering nets of participation. Administrative Science Quarterly, 27: 363-379.
[10] Brett, J. R, & VandeWalle, D. (1999). Goal orientation and goal content as predictions of performance in a training program. Journal of Applied Psychology, 84, 863-373.
[11] Conger, J. A., & Kamingo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13: 471-482.
[12] Deci, E, L. (1975). Intrinsic motivation. New York: Plenum Press.
[13] Deci, E. L., Cornell, J, P., & Ryan, R. M. (1989). Self-determination in work organization. Journal of Applied Psychology, 74, 580-590
[14] Deci, E, L,, Eghrari, H-, Patrick, B, C, &, Leone, D, R. (1994). Facilitating internalization: The self-determination theory perspective. Journal of Personality, 62, 119-142
[15] Deci, E. L,, Koestner, R., &, Ryan, R. M. (1999a). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation., Psychological Bulletin, 125, 627-668.
[16] Deci, E. L., &. Ryan, R. M. (1985a), Intrinsic motivation and self-determination in human behavior. New York: Plenum.
[17] Deci, E. L,, & Ryan, R. M, (1985b). The general causality orientation scale: Self-determination in personality. Journal of Research In Personality, 19, 109-134.
[18] Deci, E. L.,&Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 4, 227-268.
[19] Deci, E. L., Ryan, R. U., Gagne, M., Leone, D. R., Usunov_r J., & Kijmazheva, B. P, (2001), Need satisfaction, motivation, and well-being in a work organizations of a former Eastern country; A cross-cultural study of self-determination. Personality and Social Psychology Bulletin, 27, 930-942.
[20] Eden, D.(1992).Leadership and expectations: Pygmalion effects and other self-fulfilling prophecies in organizations. Leadership Quarterly, 3: 271-305.
[21] Ellemers, N., de Gilder, D., & Haslam, S. A. (2004). Motivating individuals and groups at work: a social identity perspective on leadership and group performance. Academy of Management Review, 29, 459-478.
[22] Eisenberger R, Armeli S, Kexwinkel B, Lynch P D, Rhoades L (2001).Reciprocation of perceived organizational support. Journal of Applied Psychology.86:42-51
[23] Eisenberger R, Huntington R, Hutchison S, Sowa D. (1986).Perceived organizational support. Journal of Applied Psychology.71:500-507
[24] Emmons,R.A.(1986).Personal Strivings: An approach to personality and subjective well-being. Journal of Personality and Social Psychology.51. 1058-1068
[25] Freeman, D. M., Rush, M. C., & Lance, C. E. (1999). Motivational bases of affective organizational commitment: a partial test of an integrative theoretical model. Journal of Occupational and Organizational Psychology, 72, 463-483.
[26] Erez, M., Gopher, D., & Arzi, N. (1990). Effects of goal difficulty, self-set goals, and monetary rewards on dual task performance. Organizational Behavior and Human Decision Processes, 47, 247-269.
[27] Gagne', M., Koestner, R., & Zuckerman, M. (2000). Facilitating the acceptance of organizational change: the importance of self-determination. Journal of Applied Social Psychology, 30, 1843-1852.
[28] Gagne', M., Ryan, R. M., & Bargmann, K. (2003). Autonomy support and need satisfaction in the motivation and well-being of gymnasts. Journal of Applied Sport Psychology, 15, 372-390.
[29] Gagne', M., Sene'cal, C., & Koestner, R. (1997). Proximal job characteristics, feelings of empowerment, and intrinsic motivation: a multidimensional model. Journal of Applied Social Psychology, 27, 1222-1240.
[30] Greene-Demers, I., Pelletier, L. G, & Me'nard, S. (1997). The impact of behavioral difficult on the saliency of the association between self-determined motivation and environmental behaviors. Canadian Journal of Behavioural Science, 29, 157-166.
[31] Grolnick, W. S., & Ryan, R. M. (1987). Autonomy in children's learning: an experimental and individual difference investigation. Journal of Personality and Social Psychology, 52, 890-898.
[32] Gmlnick, W. S., & Ryan, R. M. (1989). Parent styles associated with children's self-regulation and competence in school. Journal of Educational Psychology, 81, 143-154.
[33] Hackman, J., & Oldham, G.(1980). Work redesign. Reading, MA: Addison-Wesley.
[34] Ilardi, B. C., Leone, D., Kasser, T., & Ryan, R. M. (1993). Employee and supervisor ratings of motivation: main effects and discrepancies associated with job satisfaction and adjustment in a factory setting. Journal of Applied Social Psychology, 23, 1789-1805.
[35] James, K., & Greenberg, J. (1989). In-group salience, intergroup comparisons, and individual performance and self-esteem. Personality and Social Psychology Bulletin, 15, 604-616.
[36] James, L. R., Demaree, R. G, & Wolf, G.(1984). Estimating within-group reliability with and without response bias. Journal of Applied Psychology, 69: 85-98.
[37] Joreskog, K. G., & Sorbom, D. (1993). LISREL 8 user's reference guide. Chicago: Scientific Software.
[38] Johns, G., Xie, J. L., & Fang, Y. (1992). Mediating and moderating effects in job design. Journal of Management,18, 657-676.
[39] Joussemet, M., Koestner, R., Lekes, N., & Houlfort, N. (2004). Introducing uninteresting tasks to children:a comparison of the effects of rewards and autonomy support. Journal of Personality, 72, 139-166.
[40] Judge,T.A.,Bono,J.E (2003).self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal .46,. 554-571.
[41] Judge,T.A.,Bono,J.E.,Erez.A.,&Locke.E.A.(2005). Core self-Evaluations and job and life satisfaction: The role of self-concordance and goal attainment. Journal of Applied Psychology. 90,257-268
[42] Judge, T. A., Bono, J. E., & Locke, E. A. (2000). Personality and job satisfaction: The mediating role of job characteristics. Journal of Applied Psychology, 85: 237-249.
[43] Judge, T. A., Erez, A., Bono, J. E., & Thoresen, C. J. (2002). Are measures of self-esteem, neuroticism, locus of control, and generalized self-efficacy indicators of a common core construct? Journal of Personality and Social Psychology, 83,693-710.
[44] Judge, T. A., & Hulin, C. L. (1993). Job satisfaction as a reflection of disposition: A multiple source causal analysis. Organizational Behavior and Human Decision Processes, 56, 388-421.
[45] O'Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization ofprosocial behavior. Journal of Applied Psychology, 71: 492-499.
[46] Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction -job performance relationship: a qualitative and quantitative review. Psychological Bulletin, 127, 376-407.
[47] Kanfer, R., & Ackerman, P. L. (2004). Aging, adult development, and work motivation. Academy of Management Review, 29, 440-458
[48] Koestner, R., Bernieri, F., & Zuckerman, M. (1992). Self-determination and consistency between attitudes, traits,and behaviors. Personality and Social Psychology Bulletin, 18, 52-59.
[49] Kottke J L, Sharafmski C E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48: 1075-1079
[50] Kraimer M L. (1999).Psychological Empowerment as a Multidimensional Construct: A Test of Construct Validity. Educational & Psychological Measurement.59: 127～142
[51] Kunda, Z., & Schwartz, S. H. (1983). Undermining intrinsic moral motivation: external reward and self-presentation. Journal of Personality and Social Psychology, 45, 763-771.
[52] Rhoades, L.& Eisenberger, R. Perceived organizational support; a review of the literature. Journal of Applied Psychology, 2002,87: 698-714
[53] Ryan, R. M., & Connell, J. P. (1989). Perceived locus of causality and internalization: Examining reasons for acting in two domains. Journal of Personality and Social Psychology, 57: 749-761.
[54] Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development,and well-being. American Psychologist, 55: 68-78.
[55] Settoon R P, Bennett N, Liden R C. (1996).Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology.81:219-227
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