前瞻性人格对员工工作绩效的影响研究
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摘要
随着人格特质研究的兴起,前瞻性人格逐渐成为组织行为学和人力资源管理领域新的研究热点。在本研究中,以前瞻性人格、分配公平以及工作绩效为主要研究对象,探讨了前瞻性人格对工作绩效的影响作用,主要分析了分配公平对前瞻性人格与工作绩效之间关系的调节作用。
在文献研究的基础上,提出了研究假设,构建了研究模型。本研究主要采用问卷调查的方法获得样本数据,并利用统计分析软件SPSS13.0对问卷进行了信效度分析和数据的描述性统计分析,最后采用层次回归分析对研究假设和研究模型进行了验证。所得主要结论如下：
(1)不同人口统计学变量对工作绩效四个维度的影响有显著差异。
(2)前瞻性人格对工作绩效四个维度均有显著的正向预测作用。其中对创新绩效的方差解释度最大,其次为任务绩效,再次为学习绩效,方差解释度最小的为关系绩效。
(3)分配公平对工作绩效三个维度任务绩效、关系绩效以及创新绩效具有显著的正向预测作用,对学习绩效的预测作用不明显。其中分配公平对任务绩效的方差解释度最大,其次为关系绩效,方差解释度最小的为创新绩效。
(4)分配公平显著调节前瞻性人格与任务绩效和创新绩效之间的关系,且对创新绩效的正向调节作用更明显；分配公平对前瞻性人格与关系绩效和学习绩效之间关系的调节作用不显著。
With the development of personal trait analysis, proactive personality has become one of the critical issues in the area of organizational behavior and human resource management. Proactive personality, distribution justice and task performance were discussed in this thesis, and the influence of proactive personality on task performance were researched, we mainly analyze how distribution justice regulate the relationship of proactive personality and task performance.
On the basis of analytical achievements before, analytical model has been constructed based on the hypothesis. With the sample data achieved by the method of questionnaire investigation, we analyze the questionnaire on reliability and validity, and achieve the descriptive statistic analysis of the data with the help of SPSS13.0 software. The model and hypothesis are tested by the method of hierarchical regression analysis at last. The main conclusions were drawn as following:
Firstly, the various human statistic variables have remarkable different influence on four dimensions of task performance.
Secondly, proactive personality has remarkable positive predictive effect on four dimensions of task performance. And it can explain the variance of innovative performance on the largest degree, task performance and learn performance are the next, the least is contexual performance.
Thirdly, distribution justice has remarkable positive predictive effect on three dimensions of task performance, which are task performance, contexual performance and innovative performance, however its predictive effect on learn performance is not evident. The distribution justice can explain the variance of task performance on the largest degree, next is contexual performance, and innovative performance is the least.
Fourthly, the distribution justice can moderate the relationship between task performance, innovative performance and proactive personality. And its positive moterative effect on creative performance is even obvious, its moderation effect on relationship between learn performance, contextual performance and proactive personality is not remarkable.
在文献研究的基础上,提出了研究假设,构建了研究模型。本研究主要采用问卷调查的方法获得样本数据,并利用统计分析软件SPSS13.0对问卷进行了信效度分析和数据的描述性统计分析,最后采用层次回归分析对研究假设和研究模型进行了验证。所得主要结论如下：
(1)不同人口统计学变量对工作绩效四个维度的影响有显著差异。
(2)前瞻性人格对工作绩效四个维度均有显著的正向预测作用。其中对创新绩效的方差解释度最大,其次为任务绩效,再次为学习绩效,方差解释度最小的为关系绩效。
(3)分配公平对工作绩效三个维度任务绩效、关系绩效以及创新绩效具有显著的正向预测作用,对学习绩效的预测作用不明显。其中分配公平对任务绩效的方差解释度最大,其次为关系绩效,方差解释度最小的为创新绩效。
(4)分配公平显著调节前瞻性人格与任务绩效和创新绩效之间的关系,且对创新绩效的正向调节作用更明显；分配公平对前瞻性人格与关系绩效和学习绩效之间关系的调节作用不显著。
With the development of personal trait analysis, proactive personality has become one of the critical issues in the area of organizational behavior and human resource management. Proactive personality, distribution justice and task performance were discussed in this thesis, and the influence of proactive personality on task performance were researched, we mainly analyze how distribution justice regulate the relationship of proactive personality and task performance.
On the basis of analytical achievements before, analytical model has been constructed based on the hypothesis. With the sample data achieved by the method of questionnaire investigation, we analyze the questionnaire on reliability and validity, and achieve the descriptive statistic analysis of the data with the help of SPSS13.0 software. The model and hypothesis are tested by the method of hierarchical regression analysis at last. The main conclusions were drawn as following:
Firstly, the various human statistic variables have remarkable different influence on four dimensions of task performance.
Secondly, proactive personality has remarkable positive predictive effect on four dimensions of task performance. And it can explain the variance of innovative performance on the largest degree, task performance and learn performance are the next, the least is contexual performance.
Thirdly, distribution justice has remarkable positive predictive effect on three dimensions of task performance, which are task performance, contexual performance and innovative performance, however its predictive effect on learn performance is not evident. The distribution justice can explain the variance of task performance on the largest degree, next is contexual performance, and innovative performance is the least.
Fourthly, the distribution justice can moderate the relationship between task performance, innovative performance and proactive personality. And its positive moterative effect on creative performance is even obvious, its moderation effect on relationship between learn performance, contextual performance and proactive personality is not remarkable.
引文
[1]韩翼.雇员工作绩效结构模型构建与实证研究.华中科技大学博士学位论文,2006
[2]孟慧.企业管理者大五人格特质、特质目标定向和变革型领导.华东师范大学博士学位论文,2003
[3]吴秉恩.管理才能发展文献研讨.中国经济企业研究所,1983
[4]张文慧,王辉.长期结果考量、自我牺牲精神与领导授权赋能行为：环境不确定性的调节作用.管理世界,2009,(6)：115-123
[5]Bateman T. S., Crant J. M. The proactive component of organizational behavior:A measure and correlates. Journal of Organization Behavior,1993,14(2):103-108
[6]G.W.奥尔波特.人格：一种心理学的解释.Journal of Psychology,1937
[7]Buss A. and finn S. Classification of personality traits. Journal of Personality and Social Psychology,1987,52:432-444
[8]叶莲花,凌文辁.工业与组织心理学中的前瞻性人格.心理科学进展,2007,15(3)：498-504
[9]Campbell D. J. The proactive employee: Managing workplace initiative. Academy of Management Executive,2000,14(3):52-66
[10]Claes R., Beheydt C., Lemmens B. Unidimensionality of abbreviated proactive personality scales across cultures. Applied Psychology: An international review,2005, 54(4):476-489
[11]Crant J. M. The proactive personality and job performance among real estate agents. Journal of Applied Psychology,1995,80:532-537
[12]Crant J. M. The proactive personality scale as a predictor of entrepreneurial behavior among small company presidents. Journal of small Business Management,1996, 34(3):42-49
[13]Becherer R. C., Maurer J. G The proactive personality disposition and entrepreneurial behavior among small company presidents. Journal of Small Business Management, 1999,38(1):28-36
[14]Seibert S. E., Crant J. M., Kraimer M. L. Proactive personality and career success. Journal of Applied Psychology,1999,84:416-427
[15]Kirkman B. L., Rosen B. Beyond self-management:Antecedents and consequences of team empowerment. Academy of Management Journal,1999,42:58-74
[16]Crant J. M., Bateman T. S. Charismatic leadership viewed from above:The impact of proactive personality. Journal of Organizational Behavior,2000,21:63-75
[17]Parker S. K., Sprigg C. A. Minimizing strain and Maximizing learning: The role of Job demands, job control, and proactive personality. Journal of Applied Psychology,1999, 84(6):925-939
[18]Seibert S. E., Kraimer M. L., Crant J. M. What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology,2001, 54(4):845-874
[19]Thompson J. A. Proactive personality and job performance:A social capital perspective. Journal of Applied Psychology,2005,90(5):1011-1017
[20]Allen D. G., Weeks K. P. Turnover intentions and voluntary turnover: The moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion. Journal of Applied Psychology,2005,90(5):980-990
[21]Erdogan B, Bauer T. N. Enhancing career benefits of employee proactive personality: The role of fit with jobs and organization. Personnel Psychology,2005,58:859-891
[22]Major, Jonathan E. Linking Proactive personality and the big five to Motivation to learn and development activity. Journal of Applied Psychology,2006,75(5):1011-1017
[23]Chan D. Interactive effects of situational judgment effective and proactive personality on work perceptions and work outcomes. Journal of Applied Psychoogy,2006, 91(2):475-481
[24]丁倩.薪酬管理公平性对组织承诺和工作绩效影响的实证研究.南京理工大学硕士学位论文,2009
[25]Adams, J. S., Freedman, S. Equity theory revisitied: Comments and annotated bibliography. Advances in experimental social psychology,1976,9:43-90
[26]Leventhal, Jerald, Karuza, William Fry. Beyond Fairness: A Theory of Allocation Preferences, Justice and Social Interaction. New York NY: Springer-Verlag,1980
[27]Masterson S. S., Lewis K., Goldman B. M., Taylor M. S. Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal,2000,43(4):738-748
[28]Leete, Laura. Wage Equity and Employee motivation in Nonprofit and For-profit Organizations. Journal of Economy Behavior and Organization,2000,43(4):423-446
[29]Mcfarlin, D. B., Sweeney, P. D. Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal,35(3):626-737
[30]Borman, W. C., Motowidlo, S. J. Task and contextual performance:The meaning for personnel selection research. Human Performance,1997(a),10(2):99-109
[31]Rotundo M., Sackett, P. R. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology,2002,87(1):66-80
[32]彭特·赛德马兰卡.智慧型组织.经济管理出版社,2004：53-75
[33]韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究.管理科学学报,2007,10(5)：62-77
[34]Katz D. The motivational basis of organizational behavior. Behavioral Science,1964, 9:131-133
[35]Katz D., Kahn, R. L. The Social Psychology of Organization. New York:Wiley,1978
[36]Podaskoff P. M., Mackenzie, S. B. The impact of organizational citizenship behavior on organizational performance: A review and suggestions for future research. Human Performance,1997,10(2):133-151
[37]Coleman, V., Borman, W.C. Investigating the underlying structure of citizenship performance domain. Human Resource Management Review,2000,10(1):25-44
[38]Borman, W. C., Motowildo, S.J. Expanding the criterion domain to include elements of contextual performance. San Francisco:Jossey-Bass,1993
[39]Amabile, T. M. Motivational synergy: toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human Resource Management Review,1993, 8(3):185-201
[40]Scott, S. G., Bruce, R. A. Determiants of innovative behavior: a path model of individual innovation in the workplace. Academy of Management Journal,1994,37(3):580-607
[41]Jassen O., Van Yperen N. W. Employee's goal orientation, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal,2004,27(3):368-384
[42]刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响.管理世界,2003,3：126-132
[43]吴明隆.SPSS统计应用实务—量表分析与应用统计.科学出版社.2003
[44]郭志刚.社会统计分析方法—SPSS软件应用.中国人民大学出版社.1999
[45]余建英,何旭宏.数据统计分析与SPSS应用.人民邮电出版社.2007
[46]朱建平,殷瑞飞.SPSS在统计分析中的应用.清华大学出版社.2007
[47]薛薇.基于SPSS的数据分析.中国人民大学出版社.2006
[48]Sharma, S., Durand, R. M., Gur-Arie,O. Identification and Analysis of Moderator Variables. Journal of Marketing Reasearch,1981(3):291-300
[49]Baron,R. M., Kenny,D. A. The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Consideration. Journal of Personality and Social Psychology,1986(6):1173-1182
[50]温忠麟,侯杰泰,张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2)：268-274
[51]李艾,李君文.调节变量(moderator)辨析：类型、表述和识别.数理统计与管理,2008,27(2)：257-264
[52]Barrick, Michael K. Mount. The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology,1991
[53]周健临.管理学教程.上海财经大学出版社.2004
[2]孟慧.企业管理者大五人格特质、特质目标定向和变革型领导.华东师范大学博士学位论文,2003
[3]吴秉恩.管理才能发展文献研讨.中国经济企业研究所,1983
[4]张文慧,王辉.长期结果考量、自我牺牲精神与领导授权赋能行为：环境不确定性的调节作用.管理世界,2009,(6)：115-123
[5]Bateman T. S., Crant J. M. The proactive component of organizational behavior:A measure and correlates. Journal of Organization Behavior,1993,14(2):103-108
[6]G.W.奥尔波特.人格：一种心理学的解释.Journal of Psychology,1937
[7]Buss A. and finn S. Classification of personality traits. Journal of Personality and Social Psychology,1987,52:432-444
[8]叶莲花,凌文辁.工业与组织心理学中的前瞻性人格.心理科学进展,2007,15(3)：498-504
[9]Campbell D. J. The proactive employee: Managing workplace initiative. Academy of Management Executive,2000,14(3):52-66
[10]Claes R., Beheydt C., Lemmens B. Unidimensionality of abbreviated proactive personality scales across cultures. Applied Psychology: An international review,2005, 54(4):476-489
[11]Crant J. M. The proactive personality and job performance among real estate agents. Journal of Applied Psychology,1995,80:532-537
[12]Crant J. M. The proactive personality scale as a predictor of entrepreneurial behavior among small company presidents. Journal of small Business Management,1996, 34(3):42-49
[13]Becherer R. C., Maurer J. G The proactive personality disposition and entrepreneurial behavior among small company presidents. Journal of Small Business Management, 1999,38(1):28-36
[14]Seibert S. E., Crant J. M., Kraimer M. L. Proactive personality and career success. Journal of Applied Psychology,1999,84:416-427
[15]Kirkman B. L., Rosen B. Beyond self-management:Antecedents and consequences of team empowerment. Academy of Management Journal,1999,42:58-74
[16]Crant J. M., Bateman T. S. Charismatic leadership viewed from above:The impact of proactive personality. Journal of Organizational Behavior,2000,21:63-75
[17]Parker S. K., Sprigg C. A. Minimizing strain and Maximizing learning: The role of Job demands, job control, and proactive personality. Journal of Applied Psychology,1999, 84(6):925-939
[18]Seibert S. E., Kraimer M. L., Crant J. M. What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology,2001, 54(4):845-874
[19]Thompson J. A. Proactive personality and job performance:A social capital perspective. Journal of Applied Psychology,2005,90(5):1011-1017
[20]Allen D. G., Weeks K. P. Turnover intentions and voluntary turnover: The moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion. Journal of Applied Psychology,2005,90(5):980-990
[21]Erdogan B, Bauer T. N. Enhancing career benefits of employee proactive personality: The role of fit with jobs and organization. Personnel Psychology,2005,58:859-891
[22]Major, Jonathan E. Linking Proactive personality and the big five to Motivation to learn and development activity. Journal of Applied Psychology,2006,75(5):1011-1017
[23]Chan D. Interactive effects of situational judgment effective and proactive personality on work perceptions and work outcomes. Journal of Applied Psychoogy,2006, 91(2):475-481
[24]丁倩.薪酬管理公平性对组织承诺和工作绩效影响的实证研究.南京理工大学硕士学位论文,2009
[25]Adams, J. S., Freedman, S. Equity theory revisitied: Comments and annotated bibliography. Advances in experimental social psychology,1976,9:43-90
[26]Leventhal, Jerald, Karuza, William Fry. Beyond Fairness: A Theory of Allocation Preferences, Justice and Social Interaction. New York NY: Springer-Verlag,1980
[27]Masterson S. S., Lewis K., Goldman B. M., Taylor M. S. Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal,2000,43(4):738-748
[28]Leete, Laura. Wage Equity and Employee motivation in Nonprofit and For-profit Organizations. Journal of Economy Behavior and Organization,2000,43(4):423-446
[29]Mcfarlin, D. B., Sweeney, P. D. Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal,35(3):626-737
[30]Borman, W. C., Motowidlo, S. J. Task and contextual performance:The meaning for personnel selection research. Human Performance,1997(a),10(2):99-109
[31]Rotundo M., Sackett, P. R. The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology,2002,87(1):66-80
[32]彭特·赛德马兰卡.智慧型组织.经济管理出版社,2004：53-75
[33]韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究.管理科学学报,2007,10(5)：62-77
[34]Katz D. The motivational basis of organizational behavior. Behavioral Science,1964, 9:131-133
[35]Katz D., Kahn, R. L. The Social Psychology of Organization. New York:Wiley,1978
[36]Podaskoff P. M., Mackenzie, S. B. The impact of organizational citizenship behavior on organizational performance: A review and suggestions for future research. Human Performance,1997,10(2):133-151
[37]Coleman, V., Borman, W.C. Investigating the underlying structure of citizenship performance domain. Human Resource Management Review,2000,10(1):25-44
[38]Borman, W. C., Motowildo, S.J. Expanding the criterion domain to include elements of contextual performance. San Francisco:Jossey-Bass,1993
[39]Amabile, T. M. Motivational synergy: toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human Resource Management Review,1993, 8(3):185-201
[40]Scott, S. G., Bruce, R. A. Determiants of innovative behavior: a path model of individual innovation in the workplace. Academy of Management Journal,1994,37(3):580-607
[41]Jassen O., Van Yperen N. W. Employee's goal orientation, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal,2004,27(3):368-384
[42]刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响.管理世界,2003,3：126-132
[43]吴明隆.SPSS统计应用实务—量表分析与应用统计.科学出版社.2003
[44]郭志刚.社会统计分析方法—SPSS软件应用.中国人民大学出版社.1999
[45]余建英,何旭宏.数据统计分析与SPSS应用.人民邮电出版社.2007
[46]朱建平,殷瑞飞.SPSS在统计分析中的应用.清华大学出版社.2007
[47]薛薇.基于SPSS的数据分析.中国人民大学出版社.2006
[48]Sharma, S., Durand, R. M., Gur-Arie,O. Identification and Analysis of Moderator Variables. Journal of Marketing Reasearch,1981(3):291-300
[49]Baron,R. M., Kenny,D. A. The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Consideration. Journal of Personality and Social Psychology,1986(6):1173-1182
[50]温忠麟,侯杰泰,张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2)：268-274
[51]李艾,李君文.调节变量(moderator)辨析：类型、表述和识别.数理统计与管理,2008,27(2)：257-264
[52]Barrick, Michael K. Mount. The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology,1991
[53]周健临.管理学教程.上海财经大学出版社.2004