个人-组织匹配对新生代员工敬业度的作用机理——基于职业延迟满足的视角  

Person-organization Fit,Vocational Delay of Gratification and Engagement: An Empirical Study Based on New Generation of Employee

作　　者：赵慧娟[1] 

机构地区：[1]中南财经政法大学公共管理学院,湖北武汉430073

出　　处：《经济管理》2013年第12期65-77,共13页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金项目"个人-环境匹配对新生代员工情感承诺的多层次作用机理:基于SDT的研究"(7120217615);教育部人文社会科学研究青年基金项目"新生代员工不敬业韵预警及干预机制研究:基于延迟满足的视角"(12YJC630310)

摘　　要：本文选取了职业延迟满足这一新视角,探讨PO匹配对新生代员工敬业度的作用机制。首先,通过文献回顾和理论推导,构建了个人-组织匹配(PO匹配)与职业延迟满足对新生代员工敬业度发生影响的理论模型。然后,基于对807名新生代员工的问卷调查,考察了PO匹配对新生代员工敬业度的影响并检验了职业延迟满足在其中的中介效应。研究结果发现,PO匹配和职业延迟满足对我国新生代员工的敬业度有显著影响;职业延迟满足在PO匹配与敬业度之间起着部分中介作用,其中,需求匹配对新生代员工的敬业度以直接作用为主,而价值观匹配和能力匹配对新生代员工的敬业度则在很大程度上要通过职业延迟满足来发挥作用。最后,讨论了研究的理论和实践意义,并指出了研究的不足及未来研究方向。In recent years, the problem of workplace conflict caused by the new generation staff due to differ- ences in engagement lead to increasing widespread public attention. The present paper aimed at enhancing the en- gagement of the new generation of employees. In many of the indicators related to employees＇ engagement,person - organization fit received much attention, both theoretieians and practitioners believe that good fit between employee and organization can bring enterprise steady and efficient human resource. Taking PO fit as a predictor of employee engagement was reasonable. Although literatures about PO fit as well as engagement were quit abundant, there were almost no studies aiming to explore the relationship between them. Also, there were no studies have involved our new generation staff. On the other hand, the role of PO fit is to facilitate the staff demonstrate more behaviors that organization expected, but it does not mean that all ＇ matched＇ employees will certainly be dedicated. If an employee does not have some positive personal traits,PO fit won＇t be sure to make him （ or her） respect work and enjoy com- pany. Vocational delay of gratification was viewed as a strategy that if employed to achieve long-term vocational goals that facilitate goal-directed and purposive behavior. After summarizing the relevant literatures, vocational delay of gratification was considered as a key factor which can mediate the effect between PO fit and employee engagement. An empirical study was practiced. A questionnaire included PO fit scale, vocational delay of gratification scale and employee engagement scale was employed as the tool in this study. A total of 807 samples were collected from 16 Chinese organizations. Exploratory Factor Analysis,Confirmatory Factor Analysis, Hierarchical regression and structur- al equation model were carried out to verify the research hypothesis, using SPSS 11.5 and LISREL 8. 3. Preliminary a- nalysis indicated that reliability and validity of the questionnaire were qui

关 键 词：新生代员工 PO匹配 职业延迟满足 敬业度 

分 类 号：F272[经济管理—企业管理]