个人-组织匹配与工作绩效的关系及心理授权的中介作用  

The Relationship Between Individual-Organization Fit and Work Performance:the Intermediary Role of Psychological Empowerment

作　　者：王艳[1] 赵守盈[2] 

机构地区：[1]贵阳职业技术学院,贵阳550081 [2]贵州师范大学教育科学学院,贵阳550001

出　　处：《保健医学研究与实践》2014年第2期28-31,共4页Health Medicine Research and Practice

摘　　要：目的考察个人-组织匹配与工作绩效之间的关系以及心理授权的中介作用。方法对779名企业员员工进行问卷调查,采用个人-组织匹配量表、心理授权量表与工作绩效量表作为测量工具,对调查数据进行相关统计学分析。结果个人-组织匹配、心理授权、工作绩效这3个变量之间的两两比较,显著相关(P<0.01);直接效应和总效应显示,b(YX)回归系数为0.368,b(MX)回归系数为0.592,b(YM.X)回归系数为0.349,b(YX.M)回归系数为0.162,均显著;间接效应值ab为0.207,检验统计量z=8.112(P<0.01);因变量变异的百分数是11.86%。结论个人-组织匹配对工作绩效存在正向预测作用,心理授权在个人-组织匹配与工作绩效的关系中起部分中介作用。Objective To investigate the relationship between individual-organization and work performance and the intermediary role of psychological empowerment. Method 779 staff members conducted a questionnaire survey. The data were statistically analyzed within individual-organization fit scale, psychological empower- ment scale and work performance scale. Results The variables of individual-organization fit, psychological empowerment and work performance were compared in pairs and the differences were statistically significant （P〈0.01）. The direct effect and the total effect showed b （YX） regression coefficient was 0.368, b （MX） re- gression coefficient was 0.592, b （YM. X） regression coefficient was 0. 349, b （YX.M） regression coefficient was 0.162 and they were significant. The indirect effect ab value was 0.207 and the test statistic z = 8.112 （P 〈 0.01）. The variation of due variable was 11.86%. Conclusion Individual-organization fit has positive prediction for work performance and psychological empowerment plays a partial role in the relationship between individu- al-organization fit and work performance.

关 键 词：个人-组织匹配 工作绩效 心理授权 

分 类 号：F272.92[经济管理—企业管理]