组织认同与非任务绩效关系的元分析  

A Meta-analysis on the Relationship of Organizational Identification and Non-task Performance

作　　者：杜鹏程[1] 丁梦茹[1] 巩妙宇 王成城[2] 

机构地区：[1]安徽大学商学院,安徽合肥230601 [2]安徽大学管理学院,安徽合肥230601

出　　处：《科技管理研究》2016年第16期137-143,共7页Science and Technology Management Research

基　　金：国家自然科学基金青年科学基金项目"组织身份认同的差异性对员工双元绩效影响路径研究"(71202064);国家自然科学基金面上项目"差错管理氛围对创新行为的跨层次影响:基于创新型企业及其研发人员的实证研究"(71372183);安徽省省级质量工程项目"校企合作实践教育基地建设"(2012SJJD006);安徽省高等教育振兴计划人才项目之安徽省学术技术带头人培养资助计划项目(05201350)

摘　　要：以元分析技术为手段,探讨组织认同与非任务绩效间的关系问题,分析相关边界条件的调节效应。研究样本来源于97项国内外研究的108个独立样本(n=35344),且符合元分析标准。结果发现,整体上组织认同与非任务绩效呈中等程度相关关系(r=0.68);基于员工个人特质因素,两者关系强度在性别、任职年限及学历上会呈现细微差别;而在行业、文化背景条件下,差异较大,服务行业员工、中国情境下关系较强。此结果提供了量化的组织认同与非任务绩效的关系估计,研究为今后相关领域的学术研究提供了方向,在提升组织竞争软实力方面具有实践意义。Using the meta -analysis method, this paper analyzed the relationship of organizational identification and non - task performance, and the moderating effect of the boundary conditions. 108 independent samples in 97 studies based on the responses of 35344 participants met the criteria for inclusion in the meta - analysis. The results showed as follows： Or- ganizational identification had a medium positive correlation to non - task performance; Based on the employee personal traits, like gender, tenure and education, the correlation had a little difference; While the bigger difference existed in the industry and culture background, the employee in services and China had a higher correlation. It provided a more repre- sentative correlation and some advice on the future study, which was significant for enhancing organizational competitive- ness.

关 键 词：组织认同 非任务绩效 元分析 调节效应 

分 类 号：F272.92[经济管理—企业管理]