心理授权、心理氛围与工作绩效的关系  

Psychological Empowerment as the Moderator of the Relationship between Psychological Climate and Job Performance

作　　者：王国猛[1] 郑全全[1] 

机构地区：[1]浙江大学心理与行为科学系,杭州310028

出　　处：《心理科学》2008年第2期294-298,379,共6页Journal of Psychological Science

基　　金：浙江省自然科学基金项目(编号M703135);国家教育部博士点基金(J20030197)

摘　　要：为获低成本、高绩效和高弹性的竞争优势,组织授权员工的重要性日益增加。本文对深圳、上海和长沙的18家企业307名员工的心理氛围、心理授权与工作绩效的关系进行了研究,结果表明:①心理氛围、心理授权与工作绩效两两之间都存在显著正相关关系;②心理授权、心理氛围能有效地预测任务绩效、周边绩效和工作绩效;③心理氛围能有效地预测工作绩效,其中心理授权是心理氛围与工作绩效之间关系的缓冲变量,缓冲作用主要是通过自我效能和自主性两个维度来实现的。To obtain the competitive advantages of lower cost, better performance, and greater flexibility, it was increasingly important for organizations to empower employees. This study adopted a moderating approach to explore how psychological climate was related ro job performance by psychological empowermenr. Data were collected from 307 employees of 18 companies in Beijing, Shanghai and Changsha. The results of correlation analysis, analysis of variance and linear regression analysis showed： （1） Psychological empowerment was related to psychological climate and job performance, and job performance was related to psychological climate; （2） Dimensions of psychological climate and psychological empowerment had good predictive effects of task performance, context performance and job performance; （3） Psychological climate could predict job performance, and psychological empowerment was a moderating variable; the moderating effect was shown in the two facets of self-determination and self-efficacy.

关 键 词：授权 心理授权 心理氛围 工作绩效 

分 类 号：B842[哲学宗教—基础心理学]