人与组织匹配、信任倾向与工作绩效——一个有调节的中介模型  

P-O Fit, Trust Tendency and Job Performance: A Moderated Mediation Model

作　　者：姜道奎 于梦晓 柏群[3] 

机构地区：[1]山东师范大学商学院教育学院,济南250014 [2]上海大学管理学院,上海200444 [3]重庆工商大学融智学院,重庆400067

出　　处：《中国人力资源开发》2018年第1期37-47,共11页Human Resources Development of China

基　　金：教育部规划基金项目(17YJA630147);山东省社科规划研究一般项目(15CGLJ31);山东省社科规划研究青年学者培养专项(16CQXJ03);山东省高等学校科技计划项目(J14WG86)

摘　　要：探讨人与组织匹配与员工满意、工作绩效的关系,即人与组织匹配是否通过员工满意度的中介作用对工作绩效产生影响,信任倾向是否在人与组织匹配与员工满意之间、人与组织匹配与工作绩效之间起调节作用。研究使用的样本通过两次调查收集数据,通过在服务型制造企业收集问卷,采用多元回归模型分析了人与组织匹配的两个维度与工作绩效四个维度之间的关系。研究结果表明:一致性匹配、互补性匹配对工作绩效有正向影响,员工满意在一致性匹配、互补性匹配对工作绩效的影响中起到中介作用,信任倾向在一致性匹配、互补性匹配对工作绩效的影响过程中起调节作用。研究结论对于提升人力资源管理水平具有重要启示。This paper examines the relationship between person-organization fit, employee satisfaction and job performance. That is to explore whether person-organization fit affects job performance through the mediating role of employee satisfaction, and whether trust tendency plays a moderating role between person-organization fit and employee satisfaction. The samples used in the study were collected through two survey receipts data, and the relationship between the two dimensions of person-organization fit and the four dimensions of job performance was analyzed by multiple regression models. The results show that consistency matching and complementarity matching have positive effect on work performance; at the same time, and in the process of consistency matching and complementarity matching in the work performance, the employee satisfaction plays a mediating role. The trust tendency plays a moderating role in the influence of complementary matching on employee satisfaction. The conclusions of the study has important implications for improving the level of human resource management.

关 键 词：人与组织匹配 员工满意 工作绩效 信任倾向 

分 类 号：F272.92[经济管理—企业管理]