个人—组织价值观契合如何影响员工的态度与绩效——基于竞争价值观模型的实证研究  

How Dose Person-Organization Value Fit Influence Employees' Attitude and Performance? An Empirical Study Based on Competing Value Framework

作　　者：曲庆[1] 高昂[2] 

机构地区：[1]清华大学经济管理学院 [2]北京理工大学管理与经济学院

出　　处：《南开管理评论》2013年第5期4-15,共12页Nankai Business Review

基　　金：国家自然科学基金面上项目(70772015);国家自然科学基金创新研究群体项目(71121001)资助

摘　　要：本研究选取竞争价值观框架,运用多项式回归与效应面分析方法探讨个人—组织价值观契合对员工情感承诺和任务绩效的影响。基于468个配对样本数据分析,发现对团队、活力和市场价值观,当组织价值观弱于个人价值观时,员工情感承诺与个人—组织契合度正相关;当组织价值观强于个人价值观时,情感承诺与契合度负相关;在完全契合状态下,价值观强度越高,员工的情感承诺越高。对活力和市场价值观,个人—组织契合度与员工任务绩效基本呈现正相关。对规范价值观,个人—组织契合与员工情感承诺和任务绩效关系不显著。实证结果挑战了"个人—组织价值观契合情况下结果最优"的经典假设,丰富完善了价值观契合有效性的研究。Given the importance of values, more and more studies are designed to investigate its role in organization management. Person-organization fit provides an interactionist perspective to explore the complexity of values and is well-adopted by research- ers to unpack the function of values in organizations. Based on competing value framework, we examined the effect of person-or- ganization value fit on employees＇ affective commitment and task performance. Adopting polynomial regression and response surface analysis, we analyzed 468 dyadic individuals from 54 Chinese companies and found that person-organization fit in different types of values had various effects on employee＇s attitude and behavior. The results showed that for clan, adhocracy and market, when the organizational values was weaker than individual expectation, person-organization value fit was positively related to affective commitment; when the organizational values was stronger than in- dividual expectation, person-organization value fit was negatively related to affective commitment; when they were fitted with each other, the stronger the values was, the higher the affective commit- ment would be. But for hierarchy, there is no significant difference showing between person-organization fit and the misfit. Besides that, we found that there was an inversed U-shaped relationship be- tween the person-organization incongruence and task performance under the values of either adhocracy or market. In other words, for adhocracy and market, person-organization value fit was mainly positively related to employees＇ task performance. For both clan and hierarchy, person-organization value fit had no significant ef- fect on employee＇s task performance. These results challenge the traditional assumption that ＂person-organization value fit is always beneficial＂. Future studies should not only differentiate the situation of person-organization misfit, but also investigate the effect of value strength while personal values are congruent with organizatio

关 键 词：个人—组织价值观契合 竞争性价值观 情感承诺 任务绩效 

分 类 号：C936[经济管理—管理学]