价值观匹配、能力匹配对情感承诺的影响机制研究  

The Impact Mechanism of Person-Organization Value Fit and Demand-Ability Fit on Affective Organizational Commitment

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》2015年第11期165-175,共11页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金青年项目"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'的预警及干预机制研究:基于延迟满足的视角"(12YJC630310);湖北省科技支撑计划软科学项目"新生代员工的管理创新研究:基于职业延迟满足与敬业度的新视角"(2014BDF109)

摘　　要：本文基于自我决定理论的视角,考察了情感承诺的内部动力机制。通过文献回顾和理论推导,采用两种不同的匹配理论,分别构建了自我决定感在价值观匹配、能力匹配影响情感承诺时发生中介作用的假设模型,基于对915名员工的问卷调查,着重辨析价值观匹配与能力匹配在影响情感承诺时的作用机制是否存在差异。研究结果发现,价值观匹配、能力匹配对情感承诺都有显著的正向预测作用,价值观匹配的标准化回归系数明显高于能力匹配;价值观匹配、能力匹配对员工的自我决定感有非常显著的预测作用;价值观匹配对员工情感承诺以直接作用为主,中介效应的作用比较小;能力匹配对员工情感承诺既存在直接作用,也通过自我决定感产生间接影响,尤其是胜任需要的满足程度产生的中介作用特别明显。In many of the indicators related to affective organizational commitment, person-organization fit re- ceived much attention. Understanding PO fit is important because it influences outcomes at each phase of an employee＇s organizational life cycle, including decisions to join an organization, behaviors and attitudes while em- ployed, and intentions to quit and exit the organization. Why does fit relate to such a large and diverse set of employ- ee attitudes and behaviors？ One theoretical framework that emphasizes the importance of psychological need satis- faction may explain why PO fit relates to employee attitudes and behaviors,that is,self-determination theory （SDT） ~ SDT posits that individuals have three basic psychological needs ： needs for autonomy, competence, and related- ness. According to SDT, the satisfaction of these psychological needs is essential for psychological growth, optimal functioning, and well-being. Fit with the environment may be one set of elements that influences self--determination and psychological need satisfaction. Integrating and expanding upon the PO fit and the self-determination theory literatures, this article hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between two types of perceived PO fit （i. e. , person-organization value fit and de- mands-abilities fit） with employee affective organizational commitment. It is-also proposed that different fit theory can explain the impact of different PO fit on self-determination. Specifically, Attraction-Selection-Attrition model for person-organization value fit, and theory of work adjustment for demands-abilities fit. A questionnaire included person-organization value fit scale, demands-abilities fit scale, self-determination scale and affective organizational commitment scale was employed as the tool in this study. Data from 915 full-time working employees were collected. Exploratory Factor Analysis, Confirm

关 键 词：价值观匹配 能力匹配 自我决定理论 心理需要 情感承诺 

分 类 号：F272[经济管理—企业管理]