个人—组织价值观契合如何影响员工的态度与绩效——基于竞争价值观模型的实证研究

被引：22

作者：

曲庆 ^{[1
]}

高昂 ^{[2
]}

机构：

[1] 清华大学经济管理学院

[2] 北京理工大学管理与经济学院

来源：

南开管理评论 | 2013年 / 16卷 / 05期

关键词：

个人—组织价值观契合; 竞争性价值观; 情感承诺; 任务绩效;

D O I：

暂无

中图分类号：

C936 [管理组织学];

学科分类号：

摘要：

本研究选取竞争价值观框架,运用多项式回归与效应面分析方法探讨个人—组织价值观契合对员工情感承诺和任务绩效的影响。基于468个配对样本数据分析,发现对团队、活力和市场价值观,当组织价值观弱于个人价值观时,员工情感承诺与个人—组织契合度正相关;当组织价值观强于个人价值观时,情感承诺与契合度负相关;在完全契合状态下,价值观强度越高,员工的情感承诺越高。对活力和市场价值观,个人—组织契合度与员工任务绩效基本呈现正相关。对规范价值观,个人—组织契合与员工情感承诺和任务绩效关系不显著。实证结果挑战了"个人—组织价值观契合情况下结果最优"的经典假设,丰富完善了价值观契合有效性的研究。

引用

页码：4 / 15

页数：12

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