个人-企业价值观匹配对员工工作幸福感的影响

本文基于社会认同理论和相似-吸引理论,有效整合个人-企业价值观匹配与工作绩效,试图探讨员工工作幸福感形成的多元内在机理。利用跨地域和跨行业的285个研究样本,采用多元回归和中介效应检验个人-企业价值观匹配的两个维度与工作幸福感的两个维度间的关系,揭示工作绩效发挥的中介作用。研究结果表明:员工与团队价值取向、工作与环境价值取向显著正向作用于员工的认知社会幸福感和职业幸福感,工作绩效中介个人-企业价值观匹配对工作幸福感的影响。因此,在文化管理时代背景下,企业应该在招聘和甄选人才环节注重员企价值观匹配,提高员工绩效,双向整合价值观管理和绩效管理,以提高员工工作幸福感。     

PMOI——基于人与组织匹配的绩效管理系统

在企业运营管理过程中,个体与组织的利益不能够总是统一,组织与组织之间、员工与企业之间必定存在博弈,例如集团公司收购了子公司,子公司长期处于业绩低迷期,母子公司团队绩效差距甚远,如何平衡绩效差异激励保留核心员工?集团公司主营业务业绩下降,分子公司业绩蒸蒸日上,如何统一员工的战斗力?公司没赚到钱,但员工绩效评分高,如何分配年终奖金?公司经营业绩节节攀升,员工个人贡献参差不齐,如何保证公平性评价留住人才?这些都是长期困扰企业管理者的问题.PMOI绩效模型以组织与个体关系为起点,探索其与工作绩效的关系,通过绩效模型设计探索组织间绩效、组织与个人绩效耦合关系的控制作用,搭建组织与组织、组织与个人的绩效耦合体系,以及灵活柔性的绩效系数评分体系,充分使用强弱耦合关系的控制,以减少复杂的绩效关系对于绩效结果的影响,真正关注到组织与个人的匹配关系,解决了个体绩效好而组织绩效不好、组织绩效好而个体绩效好者得不到有效的激励、组织与组织的绩效结果耦合等问题,从而实现了个人与组织、组织与组织的匹配与绩效结果的正循环.PMOI模型对完善人力资源体系、推动组织与个人以绩效为导向,从而真正激活组织活力,激发个体能动性,让企业的发展充满源源不竭的内驱力,实现企业长期可持续发展.     

企业员工工作满意度、组织承诺与工作绩效关系

员工工作满意度和组织承诺是影响员工工作绩效的关键因素。本文以某企业共330名员工为样本,通过实证研究方法,探究企业员工工作满意度、组织承诺以及工作绩效三者之间的关系。研究结果表明:企业员工工作满意度显著地正向影响工作绩效,组织承诺在工作满意度正向影响工作绩效过程中起到了部分中介的作用。     

人-组织匹配与员工个体绩效关系的实证研究

以澳门安保行业为样本,实证检验了人-组织匹配与员工个体绩效之间的关系,研究结果表明：人-组织匹配对员工个体绩效具有显著的正向影响,价值观匹配、需求-供给匹配和要求能力匹配对关联绩效具有显著的正向影响,要求-能力匹配对任务绩效有显著影响;人-组织匹配及其各个维度均对组织承诺及其各个维度具有显著的正向影响;组织承诺在人-组织匹配与员工个体绩效之间起到部分中介作用;组织承诺对员工个体绩效具有显著的正向影响,情感承诺对关联绩效和任务绩效均有显著的正向影响;心理资本越高,组织承诺对员工个体绩效的影响越小,反之,影响越大。     

个人—组织匹配研究进展

文章评述了国外关于人—组织匹配研究的最新发展。个人—组织匹配简称P-O匹配,它强调组织成员的个人特征与组织特征之间的相容性。P-O匹配不仅使组织能更好地吸引、选拔和留住高素质人才,而且也有利于提高员工工作绩效和满意感。     

匹配视角的人才离职与保持:研究述评

人才的自愿离职对组织绩效甚至核心竞争力有着巨大的破坏力.在梳理了大量国内、外相关文献的基础上,本文在目前组织边界模糊化的背景下将离职研究分为了萌芽期、工作态度模型、多路径展开模型、工作嵌入和社区匹配等不同板块,强调了组织外因素管理的必要性和重要性,针对组织人才的绩效可见性和社会资本较高的特点,建议不仅要重视人才的客观需求,也要关注其主观感知的影响;不仅要重视组织内工作相关因素,更要关注其组织外的“社区匹配”因素对离职倾向与保持的显著影响.     

心理资本对员工绩效的影响及提升方法研究

心理资本在现今企业绩效促进提升中扮演着越来越重要的角色,通过探讨心理资本的内涵,研究了心理资本对员工的工作态度、工作效率以及工作满意度的影响作用,并从员工个人和企业组织两个层面提出了具有针对性的对策和建议。     

员工工作幸福感形成机制及其提升策略

员工工作是否具有幸福感影响到员工的工作绩效及其离职倾向,目前企业员工工作幸福感存在一定程度的缺失,影响其工作积极性,甚至导致员工缺勤和离职。全面的工作幸福感包括工作满意感评价、情感评价和价值感评价,员工工作幸福感受个人因素、工作特征因素、企业层面因素的影响,其形成受到牵引机制、阻力机制、调节机制三种机制的影响。为提升员工工作幸福感,企业应关心和满足员工基本需求,努力提高激励水平,注重因人而异合理进行工作分析和设计,同时建立员工援助计划(EAP)以减轻员工压力,完善留人机制以加强员工工作安全感,完善人与组织匹配的招聘模式。     

工作(组织)匹配、情绪幸福感对创新行为的效应

在已有文献的基础上,将员工-工作(组织)匹配、情绪幸福与创新行为三者的关系纳入整体研究框架,探索三者之间的效应机制。研究表明:价值观匹配和能力-要求匹配对创新行为有显著正向影响,供给-需求匹配对创新行为有显著负向影响;价值观匹配和供给-需求匹配正向影响工作热情,能力-要求匹配负向影响工作沮丧。价值观匹配和供给-需求匹配均通过工作热情影响创新行为。其中,工作热情在供给-需求匹配与创新行为的关系中发挥遮掩效应。因此,企业在员工甄选环节需注重人与工作、组织的匹配,以激发员工工作热情,降低员工工作沮丧,进而促进员工创新行为。     

适应性绩效的形成机制与作用机制探析——基于中国企业的扎根研究

通过对我国208位企业员工的问卷调研,运用扎根理论方法对我国企业员工适应性绩效的形成机制与作用机制进行了探索性分析,结果表明:我国与国外适应性绩效形成机制的研究相比,均涵盖了员工个人、领导、团队、组织和工作特征的多层面立体模型;其作用机制与国外研究相比,相同之处在于均包括有利于个人的组织决策、组织效能、员工潜能开发和未来发展三个变量,不同之处在于数据显示我国的适应性绩效的作用机制呈现出个体、团队和组织不同层面的影响。     

工作满意度、组织承诺与工作绩效之间的实证研究

在现代高强度的工作环境下,企业竞争越来越依靠于人才的配置。为了吸引和留住人才,越来越多的企业更加关注公司员工的感受和需求,在提高员工满意度的同时提高员工的工作绩效,保障企业的高效低成本运作。员工满意度、组织承诺、工作绩效是企业能否长时间留住人才的主要指标,对于企业人力资源管理有着重要意义。从理论上来说,通过实证研究可以具体量化三者之间的关系;从实践上来说,对三者之间影响关系的清楚认识可以为企业人力资源部门提供制度和政策上的指导,从而降低企业的人力成本、提高企业运作的效率。研究的主要内容为通过问卷收集的方法,以各类企业员工为研究对象,探究员工满意度、组织承诺和工作绩效之间的相关关系,建立员工满意度、组织承诺和工作绩效三者之间的量化研究模型。根据研究结果,给企业人力资源管理部门提出具有建设性的建议,以在减少成本的同时促进企业的高效运作,使企业更具凝聚力。     

The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes

Finding a balance between work and home continues to be a challenge for many employees. The influence of work–family conflict both from work interfering with family (WIF) and from family interfering with work (FIW) on employee outcomes is not well understood. Although substantial empirical research supports the general view that work–family conflict results from employees having conflicting roles, many previous studies examine work–family conflict and outcomes in the same, or ‘matching’ domains. Some studies on work conflict also have found cross domain outcomes that are largely unexplained. This research addresses this gap in the field by developing and testing the hypothesis that cross domain relationships will be mediated by conflict in the matching domains. Specifically, this study proposes that WIF mediates the relationship between FIW and four employee work outcomes (job satisfaction, organizational commitment, organizational citizenship behavior and task performance), and that FIW mediates the relationship between WIF and life satisfaction. This research also examines the moderating role of gender on the relationships while controlling for age and family status. The results of this study using a sample of 435 full time employees in the US provide support for most of the hypothesized relationships. The theoretical and practical implications of these findings are discussed.     

The Costs of Exhibiting Organizational Citizenship Behavior

Organizational citizenship behavior (OCB) has been associated with positive organizational outcomes and with higher managerial ratings of employee performance. However, concerns have been raised about the possible personal costs of performing such activities. This paper examines the relationship between OCB and emotional exhaustion and work‐family conflict and explores the moderating role of job performance in shaping those relationships. In a time‐lagged field study of customer‐contact center employees the research found that one particular dimension of OCB—conscientiousness—was associated with higher emotional exhaustion and with work‐family conflict. The study also revealed that conscientious employees who performed their in‐role job responsibilities at a high level experienced greater emotional exhaustion and work‐family conflict than conscientious employees who performed their in‐role job responsibilities at a low level. Our findings suggest that organizational pressures to increase the level at which both discretionary and formal role obligations are performed can carry negative consequences for employees. © 2016 Wiley Periodicals, Inc.     

在华跨国公司企业文化对组织公民行为的影响研究

进入新世纪以来,经济全球化己成为不可逆转的发展趋势,跨国公司作为主要推动力量以其特有的核心竞争力日益彰显出强大的生命力。企业文化在被视为企业发展的引擎、企业的无形资源的同时,由于其对企业长期经营业绩的重要作用。本文重点研究在华跨国公司企业文化与组织公民行为的关系,并以组织信任为中介变量进行研究,研究结果表明企业文化与组织信任有显著的相关性,组织信任对组织公民行为也有显著的预测作用。最后通过改变企业文化维度为提高企业组织公民行为提供合理建议。     

Outcomes of Meaningful Work: A Meta‐Analysis

Using job characteristics theory as a framework, we calculated meta‐analytic effect sizes between meaningful work and various outcomes and tested a mediated model of meaningful work predicting proximal and distal outcomes with meta‐analytic structural equation modelling (MASEM). From 44 articles (N = 23,144), we found that meaningful work had large correlations (r = 0.70+) with work engagement, commitment, and job satisfaction; moderate to large correlations (r = 0.44 to ?0.49) with life satisfaction, life meaning, general health, and withdrawal intentions; and small to moderate correlations (r = ?0.19 to 0.33) with organizational citizenship behaviours, self‐rated job performance, and negative affect. The best MASEM fitting model was meaningful work predicting work engagement, commitment, and job satisfaction and these variables subsequently predicting self‐rated performance, organizational citizenship behaviours, and withdrawal intentions. This meta‐analysis provides estimated effect sizes between meaningful work and its outcomes and reveals how meaningful work relates directly and indirectly to key outcomes.     

How mass layoffs are related to lower job performance and OCB among surviving employees in Chile: an investigation of the essential role of psychological contract

This study aimed to investigate how mass layoffs impact surviving employees in organizations. More specifically, this study ascertained the relationships between mass layoffs and employee work behaviors. It was theorized that mass layoffs will be negatively related to employee performance and organizational citizenship behaviors (OCB) through its relationships with job insecurity and psychological contract breach. Moreover, it was expected that perceived manager support would buffer against the negative relations of contract breach with employee performance and OCB. A study among 615 employees in multiple Chilean organizations showed support for the hypotheses: job insecurity and psychological contract breach mediated the relationships between mass layoffs and employee performance and OCB. We also found moderating relationships of manager support, but the relations of breach with performance and OCB were particularly negative when manager support was high, indicating feelings of betrayal among high-support employees in response to contract breach. Moreover, the relation of contract breach with performance was positive for low-support employees, and non-significant for high-support employees. Our study advances understanding of the processes underlying how mass layoffs influence employee behavior in the workplace, through introducing the psychological contract as a way of understanding the relationships.     

央企管理者来源对企业绩效的影响效果研究

本文将央企集团的高管作为研究对象,实证检验央企高管来源对集团绩效的影响,拟为央企集团经理人选聘的作用机制提供经验证据。研究发现:总经理岗位轮换与集团绩效的关系因继任情景不同,产生不同的结果。一方面,来自内部晋升的董事长会过度干预执行层的工作而导致企业绩效下降,这种情况在总经理岗位轮换的时候更为严重;另一方面,高管团队的稳定性对岗位轮换的总经理产生重要影响。因此,实施董事长轮岗制度,同时保证经理层的稳定性更有利于企业的发展。本文研究有助于深化认识央企高管晋升机制、高管变更的经济后果,并为国有企业高管聘任机制改革提供经验启示。     

组织行为学在企业人力资源管理中的应用

当前,随着经济的不断发展,市场竞争日益激烈,各行各业面临的挑战不断加剧,人力资源管理成为企业经营管理中的重要方面,企业想要完善自身发展机制,就要建立内部管理体系,提升企业管理水平,重视企业人力资源的配置与发展,创新管理机制,最终推动企业长久发展。论文结合组织行为学,提出其在企业人力资源管理中运用和实施的策略,进而推动组织行为学更广泛地应用。     

Work outcomes of relational demography in Chinese vertical dyads

Relational demography refers to the demographic differences (such as gender, age, race, and tenure) between supervisor and subordinate. This study examines its impact on employees' work outcomes in the setting of a foreign-invested enterprise in China. We hypothesize that dissimilarities on demographic attributes between supervisor and subordinate affect subordinate's leader–member exchange, trust in organization, in-role performance, and organizational citizenship behavior. The hypotheses were tested on 239 supervisor–subordinate dyads via a questionnaire survey. The results of regression analysis showed that dissimilarities in gender and organizational tenure had negative effects on the outcome variables. In particular, a female supervisor with male subordinate displayed the lowest level of leader–member exchange and trust in the organization. Implications of these findings on human resource management are discussed.