公务员认知性社会资本与工作绩效关系的实证研究
|
摘要
提高公务员工作绩效是建设现代社会服务型政府的关键，政府行政部门的高效率运转以其丰厚的社会资本为后盾，依赖于公务员的工作绩效，公务员自身的工作绩效水平直接影响并决定着政府管理国家、社会、经济和政治相关事务的能力。公务员作为一个特殊的职业群体，他们的工作绩效不仅仅是个人工作绩效，而会直接影响到公务员这个职业群体本身，乃至政府行政部门在国民心中的执政形象以及对政府执政的信任，同时也关系到政府行政工作的整体绩效。在现实的工作中部分综合素质处于优势的公务员反而没有很好的发展，处于相同级别的公务员在获取信息资源方面有着很大的差异性，依照社会资本的理论观点而言，公务员工作绩效的高低不仅仅取决于个人自身的素质能力水平，很大程度上还取决于他们拥有的社会资本的存量与质量，公务员的工作绩效的达成受公务员任务绩效、工作奉献、人际促进三方面的影响，同时公务员工作绩效的达成最终促进行政部门整体行政绩效目标的实践，也因此满足了行政营运上形成行政部门的竞争优势。
对于认知性社会资本的研究，国外学者已经取得了较为丰富的研究成果，由于中西方文化背景的巨大差异，加上中国社会发展中所呈现的独特的社会面貌和特质，目前有学者开始从宏观视角研究社会资本与工作绩效的相互关系，但是从个体层面和微观层面出发的研究相对较少，中国学者探索公务员认知性社会资本与工绩效的研究成果还较为匮乏。随着对社会资本这一概念的研究和探讨的深入，社会资本对于政府行政部门和公务员的发展状况也呈现出越来越大的解释力。通过对文献的回顾，本文初步梳理了有关认知性社会资本与工作绩效的相关的研究成果，引入认知性社会资本与工作绩效这两个变量，探索公务员认知性社会资本与工作绩效的影响。在以往的研究基础之上，本文修订了认知性社会资本量表，利用问卷调查，运用统计分析的方法，对公务员认知性社会资本与工作绩效的关系提出假设，并根据结果予以验证。
本文研究的主要结论是，公务员认知性社会资本对任务绩效有显著性的正向预测作用；公务员认知性社会资本对工作奉献有显著性的正向预测作用；公务员认知性社会资本对人际促进有显著性的正向预测作用；结合本论文研究的变量公务员认知性社会资本与工作绩效，得以实证，公务员认知性社会资本对工作绩效有显著性的正向预测作用。
Improving the Public servants’job performance is the key tobuild a modern society and service-oriented government. Highefficiency operation of the executive branch of government for itsgenerous social capital, and depends on the work performance ofthe Public servants’job performance. The Public servants’jobperformance plays a direct impact on the government managementof national, social, economic and political affairs, and also, resultsto the efficiency government's management performance.Government plays a major role on the world stage. It must becommitted to the enhancement of the Governments ability togovern and participate in the challenge of complex internationalcooperation.
The improvement of Public servants' group the concept of jobperformance is made up of high administrative efficiency, highefficiency, high administrative efficiency, which is thecomprehensive reflection of administrative quality and quantity.
Public servants’job performance plays an important part in theefficiency of government as a special group. At the same time, itaffects the image of government and the trust of public. How toselect the civil servants who can create great job performance? Government is playing more attention to the question.
The public servants’job performance is decided by threeaspects, task performance, job dedication, interpersonalfacilitation effect. Ultimately the public servants’job performancepromotes the government target practice. Thus, it also meets thegovernment’s competitive advantage.
Regarding the cognitive social capital, the overseas scholar hadalready obtained the richer research results; the domestic scholaralso started the positive exploration to this domain. Because theWest cultural context's huge difference, in China socialdevelopment presents in addition the unique social appearance andthe special characteristic, Chinese cognitive social capital and thePublic servants movements had the remarkable own characteristicpresent situation, China actually have not followed cognitive socialcapital and the Public servants in this domain research. At present,scholar start to study cognitive social capital from the macroscopicangle of view and to take the Economic organization main bodyenterprise's relations, but embarks from the individual stratificationplane and the microscopic stratification plane the research arerelatively few, the Chinese scholars explore the cognitive socialcapital behavior to be also more deficient regarding the enterprisestaff achievements research results, even has some blanks.
Along with the social capital this concept's research anddiscussion thorough, the social capital has also manifested moreand more big explanation strength regarding the public servantsindividual development condition. Through to the literature review,this article has combed the social capital related research results initially, and introduces the social capital to take between thepublic servants’cognitive social capital and the public servants’task performance intermediary variable, the exploration the publicservants’cognitive social capital to the staff manner, the behaviorinfluence. In formerly studied in the foundation, this article hasrevised the localization the public servants’cognitive social capitalmeter, the utilization statistical analysis method, to between thepublic servants’cognitive social capital, and individualachievements' relations and the function mechanism carries on thediscussion, and will put forward the proposal according to thediscussion result for next the public servants’cognitive socialcapital activities. Through the questionnaire survey and thestatistical analysis, this research main conclusion: (1) the publicservants’cognitive social capital has the remarkable forwardforecast function to the public servants’task performance; (2) thepublic servants’cognitive social capital has the remarkable forwardforecast function to the public servants’job dedication; (3) thepublic servants’cognitive social capital has the remarkable forwardforecast function to the public servants’interpersonal facilitation;in all, the public servants’cognitive social capital has theremarkable forward forecast function to the public servants’jobperformance;
对于认知性社会资本的研究，国外学者已经取得了较为丰富的研究成果，由于中西方文化背景的巨大差异，加上中国社会发展中所呈现的独特的社会面貌和特质，目前有学者开始从宏观视角研究社会资本与工作绩效的相互关系，但是从个体层面和微观层面出发的研究相对较少，中国学者探索公务员认知性社会资本与工绩效的研究成果还较为匮乏。随着对社会资本这一概念的研究和探讨的深入，社会资本对于政府行政部门和公务员的发展状况也呈现出越来越大的解释力。通过对文献的回顾，本文初步梳理了有关认知性社会资本与工作绩效的相关的研究成果，引入认知性社会资本与工作绩效这两个变量，探索公务员认知性社会资本与工作绩效的影响。在以往的研究基础之上，本文修订了认知性社会资本量表，利用问卷调查，运用统计分析的方法，对公务员认知性社会资本与工作绩效的关系提出假设，并根据结果予以验证。
本文研究的主要结论是，公务员认知性社会资本对任务绩效有显著性的正向预测作用；公务员认知性社会资本对工作奉献有显著性的正向预测作用；公务员认知性社会资本对人际促进有显著性的正向预测作用；结合本论文研究的变量公务员认知性社会资本与工作绩效，得以实证，公务员认知性社会资本对工作绩效有显著性的正向预测作用。
Improving the Public servants’job performance is the key tobuild a modern society and service-oriented government. Highefficiency operation of the executive branch of government for itsgenerous social capital, and depends on the work performance ofthe Public servants’job performance. The Public servants’jobperformance plays a direct impact on the government managementof national, social, economic and political affairs, and also, resultsto the efficiency government's management performance.Government plays a major role on the world stage. It must becommitted to the enhancement of the Governments ability togovern and participate in the challenge of complex internationalcooperation.
The improvement of Public servants' group the concept of jobperformance is made up of high administrative efficiency, highefficiency, high administrative efficiency, which is thecomprehensive reflection of administrative quality and quantity.
Public servants’job performance plays an important part in theefficiency of government as a special group. At the same time, itaffects the image of government and the trust of public. How toselect the civil servants who can create great job performance? Government is playing more attention to the question.
The public servants’job performance is decided by threeaspects, task performance, job dedication, interpersonalfacilitation effect. Ultimately the public servants’job performancepromotes the government target practice. Thus, it also meets thegovernment’s competitive advantage.
Regarding the cognitive social capital, the overseas scholar hadalready obtained the richer research results; the domestic scholaralso started the positive exploration to this domain. Because theWest cultural context's huge difference, in China socialdevelopment presents in addition the unique social appearance andthe special characteristic, Chinese cognitive social capital and thePublic servants movements had the remarkable own characteristicpresent situation, China actually have not followed cognitive socialcapital and the Public servants in this domain research. At present,scholar start to study cognitive social capital from the macroscopicangle of view and to take the Economic organization main bodyenterprise's relations, but embarks from the individual stratificationplane and the microscopic stratification plane the research arerelatively few, the Chinese scholars explore the cognitive socialcapital behavior to be also more deficient regarding the enterprisestaff achievements research results, even has some blanks.
Along with the social capital this concept's research anddiscussion thorough, the social capital has also manifested moreand more big explanation strength regarding the public servantsindividual development condition. Through to the literature review,this article has combed the social capital related research results initially, and introduces the social capital to take between thepublic servants’cognitive social capital and the public servants’task performance intermediary variable, the exploration the publicservants’cognitive social capital to the staff manner, the behaviorinfluence. In formerly studied in the foundation, this article hasrevised the localization the public servants’cognitive social capitalmeter, the utilization statistical analysis method, to between thepublic servants’cognitive social capital, and individualachievements' relations and the function mechanism carries on thediscussion, and will put forward the proposal according to thediscussion result for next the public servants’cognitive socialcapital activities. Through the questionnaire survey and thestatistical analysis, this research main conclusion: (1) the publicservants’cognitive social capital has the remarkable forwardforecast function to the public servants’task performance; (2) thepublic servants’cognitive social capital has the remarkable forwardforecast function to the public servants’job dedication; (3) thepublic servants’cognitive social capital has the remarkable forwardforecast function to the public servants’interpersonal facilitation;in all, the public servants’cognitive social capital has theremarkable forward forecast function to the public servants’jobperformance;
引文
【1】[法]布迪厄，包亚明译.文化资本与社会炼金术.包亚明主编,上海:上海人民出版社，1997,P161-211
【2】詹姆斯·科尔曼.社会理论的基础.北京:社会科学文献出版社，1999. P371
【3】罗伯特·帕特南使民主运转起来.赖还榕译，南昌:江西人民出版社，2001. P199.
【4】[美]弗朗西斯·福山.社会资本、公民社会与发展.曹义编译，马克思主义与现实，2003.P36-45.
【5】张其仔.社会资本论——社会资本与经济增长.北京：社会科学文献出版社，1997
【6】Nahapiet.J & Ghoshal.S. Social capital，intellectual capital and the organizational.Academy of Management Review，1998(2),P242-266
【7】厄普霍夫著.理解社会资本:学习参与分析及参与经验.载社会资本:一个多角度的观点，帕萨·达斯古普特，伊斯梅尔·撒拉格尔丁编，张慧东等译.北京:中国人民大学出版社，2005
【8】Bernardin＆Beatty. Performance appraisal：Assessing human behavior at Work. Boston：Kent Publishers，1984
【9】Campbell.E.A. Theory of performance. Personnel election in Organizations SanFrancisco：Jossey-Bass. 1993：P35-70
【10】Borman.W.C.＆Motowidlo. Expanding the criterion Domain to include elements ofcontextual performance. Jossey-Bass Publishers.1993
【11】陈捷.个性与工作绩效关系研究的新进展.心理学动态，1999，7(2),P29-34
【12】王辉，李晓轩，罗胜强.任务绩效与情境绩效二因素绩效模型的验证.中国管理科学，2003，11(4)，P79-84
【13】Mordson E.R.“Newcomers’Relationships: The Role of Social Networks Ties DudngSocialization”. Academy of Management, 2002(45):P1149-1160.
【14】凌文铨，张治灿，方俐洛.中国职工组织承诺的研究.中国社会科学，2001(2)，P90-102
【15】曹荣湘，罗雪群.社会资本与公民社会:一种二元制度分析，马克思主义与现实，2003，P70-74.
【16】[美]托马斯·福特·布朗.社会资本理论综述.冯仕政译,北京:社会科学文献出版社，2000，P78-79.
【17】王怀明.绩效管理.山东：山东人民出版社，2004，P133-169
【18】李惠斌，杨雪冬.社会资本与社会发展.北京:社会科学文献出版社，2000.P219.
【19】[美]亚历山德罗·波茨.社会资本:在现代社会学中的缘起和应用.李惠斌，杨学冬:社会资本与社会发展.杨雪东译.北京:社会科学文献出版社，2000.P219.
【20】王华.中国社会资本的重构.思想战线. 2004(4),P5-10.
【21】罗伯特·帕特南.使民主运转起来.王列，赖还榕译，南昌:江西人民出版社，2001.P203-214
【22】边燕杰，丘海雄.企业的社会资本及其功效.中国社会科学，2000(2),P87-99.
【23】周小虎，陈传明.企业社会资本与持续竞争优势.中国工业经济，2004(5),P90-96.
【24】李敏.企业社会资本及企业组织变革.商业研究，2005(21)，P13-16.
【25】周红云.社会资本理论述评.马克思主义与现实(双月刊)，2002(5),P29-41.
【26】张方华,朱朝晖.知识型企业的社会资本与知识创造.中国科技论坛，2003(6),P71-75.
【27】韦影.企业社会资本对技术创新绩效的影响:基于吸收能力的视角(博士学位论文).杭州:浙江大学，2005
【28】[美]德鲁克，张炜译.创新与创业精神.上海:上海人民出版社，2002
【29】郭志刚主编.社会统计分析方法—SPSS软件应用.北京:中国人民大学出版社，1999
【30】[美]科尔曼.人力资本创造中的社会资本.载社会资本:一个多角度的观点，帕萨·达斯古普特，伊斯梅尔·撒拉格尔丁编，张慧东等译.北京:中国人民大学出版社，2005
【31】克里希娜.创造与利用社会资本.载社会资本:一个多角度的观点，帕萨·达斯古普特，伊斯梅尔·撒拉格尔丁编，张慧东等译.北京:中国人民大学出版社，2005
【32】林南，张磊译.社会资本:关于社会结构与行动的理论.上海:上海人民出版社，2005
【33】龙立荣，方俐洛，凌文铨.企业员工自我职业生涯管理的结构及关系.心理学报，2002年，34卷(2)，P83-91
【34】（旧)野中郁次郎，竹内弘高著，李萌，高飞译.创造知识的企业—日美企业持续创新的动力.北京:知识产权出版社，2006
【35】杨杰，方俐洛，凌文铨.绩效评价的若干问题.应用心理学，2000，6(2),P53-58
【36】Andrew C.Inkpen, Eric W.K. Tsang. Social capital，networks，and knowledge transfer.Academy of Management Review，2005（30）,P146-165.
【37】Bourdieu，Pierre. The Forms of Social Capital. In Handbook of Theory and Researchfor the Sociology of Education, 1986.
【38】Becket W,E. Building Social Capital as an HR Competence. HRM journal，April-June:2001，8-109.
【39】Granovetter M.S. Economic Action and Social Structure: The Problem of Embeddedness.American Journal of Sociology, 1985(91): 481-510.
【40】Nan Lin. Social Capita: A Theory of Social Structure and Action. CambridgeUniversity Press, 2001.
【41】Sparrowe.R.T.,Liden,R.C.,Wayne,S.J.,& Kraimer,M.L. Social Networks and thePerformance of Individuals and Groups. Academy of Management Journal, 2001 (2),P316-325.
【42】Kate，Kahn. The Social Psychology of Organizations. New York，1978
【43】Campbell. The performance prediction problem in industrial and organizationalpsychology. Handbook of industrial and organizational psychology，1990（1），P687-572
【44】Borman，Motowidlo. Task performance and contextual performance：The meaning forpersonnel selection research. Human performance，1997（2）,P99-109
【45】Van Scotter，J.R.＆Motowidlo. Interpersonal facilitation and job dedication asseparate facets of contextual performance. Journal of applied psychology，1996（11）,P35-47
【46】MeCrae R.R.,Costa Jr.The stability of personality: Observations and Evaluation.Current Directions in Psychological Science.1994(12)，P173-175.
【47】李贞宜．从社会资本观点探讨非营利组织资源连结过程之研究一以r财团法人伊旬社会福利基金会附设中区服务中心为例.【硕士学位论文】．东海大学，社会工作学系，2002．
【48】杨志忠．以社会资本论政府与非营利组织联盟绩效之研究．【硕士学位论文】．铭传大学，管理科学研究所，2003
【2】詹姆斯·科尔曼.社会理论的基础.北京:社会科学文献出版社，1999. P371
【3】罗伯特·帕特南使民主运转起来.赖还榕译，南昌:江西人民出版社，2001. P199.
【4】[美]弗朗西斯·福山.社会资本、公民社会与发展.曹义编译，马克思主义与现实，2003.P36-45.
【5】张其仔.社会资本论——社会资本与经济增长.北京：社会科学文献出版社，1997
【6】Nahapiet.J & Ghoshal.S. Social capital，intellectual capital and the organizational.Academy of Management Review，1998(2),P242-266
【7】厄普霍夫著.理解社会资本:学习参与分析及参与经验.载社会资本:一个多角度的观点，帕萨·达斯古普特，伊斯梅尔·撒拉格尔丁编，张慧东等译.北京:中国人民大学出版社，2005
【8】Bernardin＆Beatty. Performance appraisal：Assessing human behavior at Work. Boston：Kent Publishers，1984
【9】Campbell.E.A. Theory of performance. Personnel election in Organizations SanFrancisco：Jossey-Bass. 1993：P35-70
【10】Borman.W.C.＆Motowidlo. Expanding the criterion Domain to include elements ofcontextual performance. Jossey-Bass Publishers.1993
【11】陈捷.个性与工作绩效关系研究的新进展.心理学动态，1999，7(2),P29-34
【12】王辉，李晓轩，罗胜强.任务绩效与情境绩效二因素绩效模型的验证.中国管理科学，2003，11(4)，P79-84
【13】Mordson E.R.“Newcomers’Relationships: The Role of Social Networks Ties DudngSocialization”. Academy of Management, 2002(45):P1149-1160.
【14】凌文铨，张治灿，方俐洛.中国职工组织承诺的研究.中国社会科学，2001(2)，P90-102
【15】曹荣湘，罗雪群.社会资本与公民社会:一种二元制度分析，马克思主义与现实，2003，P70-74.
【16】[美]托马斯·福特·布朗.社会资本理论综述.冯仕政译,北京:社会科学文献出版社，2000，P78-79.
【17】王怀明.绩效管理.山东：山东人民出版社，2004，P133-169
【18】李惠斌，杨雪冬.社会资本与社会发展.北京:社会科学文献出版社，2000.P219.
【19】[美]亚历山德罗·波茨.社会资本:在现代社会学中的缘起和应用.李惠斌，杨学冬:社会资本与社会发展.杨雪东译.北京:社会科学文献出版社，2000.P219.
【20】王华.中国社会资本的重构.思想战线. 2004(4),P5-10.
【21】罗伯特·帕特南.使民主运转起来.王列，赖还榕译，南昌:江西人民出版社，2001.P203-214
【22】边燕杰，丘海雄.企业的社会资本及其功效.中国社会科学，2000(2),P87-99.
【23】周小虎，陈传明.企业社会资本与持续竞争优势.中国工业经济，2004(5),P90-96.
【24】李敏.企业社会资本及企业组织变革.商业研究，2005(21)，P13-16.
【25】周红云.社会资本理论述评.马克思主义与现实(双月刊)，2002(5),P29-41.
【26】张方华,朱朝晖.知识型企业的社会资本与知识创造.中国科技论坛，2003(6),P71-75.
【27】韦影.企业社会资本对技术创新绩效的影响:基于吸收能力的视角(博士学位论文).杭州:浙江大学，2005
【28】[美]德鲁克，张炜译.创新与创业精神.上海:上海人民出版社，2002
【29】郭志刚主编.社会统计分析方法—SPSS软件应用.北京:中国人民大学出版社，1999
【30】[美]科尔曼.人力资本创造中的社会资本.载社会资本:一个多角度的观点，帕萨·达斯古普特，伊斯梅尔·撒拉格尔丁编，张慧东等译.北京:中国人民大学出版社，2005
【31】克里希娜.创造与利用社会资本.载社会资本:一个多角度的观点，帕萨·达斯古普特，伊斯梅尔·撒拉格尔丁编，张慧东等译.北京:中国人民大学出版社，2005
【32】林南，张磊译.社会资本:关于社会结构与行动的理论.上海:上海人民出版社，2005
【33】龙立荣，方俐洛，凌文铨.企业员工自我职业生涯管理的结构及关系.心理学报，2002年，34卷(2)，P83-91
【34】（旧)野中郁次郎，竹内弘高著，李萌，高飞译.创造知识的企业—日美企业持续创新的动力.北京:知识产权出版社，2006
【35】杨杰，方俐洛，凌文铨.绩效评价的若干问题.应用心理学，2000，6(2),P53-58
【36】Andrew C.Inkpen, Eric W.K. Tsang. Social capital，networks，and knowledge transfer.Academy of Management Review，2005（30）,P146-165.
【37】Bourdieu，Pierre. The Forms of Social Capital. In Handbook of Theory and Researchfor the Sociology of Education, 1986.
【38】Becket W,E. Building Social Capital as an HR Competence. HRM journal，April-June:2001，8-109.
【39】Granovetter M.S. Economic Action and Social Structure: The Problem of Embeddedness.American Journal of Sociology, 1985(91): 481-510.
【40】Nan Lin. Social Capita: A Theory of Social Structure and Action. CambridgeUniversity Press, 2001.
【41】Sparrowe.R.T.,Liden,R.C.,Wayne,S.J.,& Kraimer,M.L. Social Networks and thePerformance of Individuals and Groups. Academy of Management Journal, 2001 (2),P316-325.
【42】Kate，Kahn. The Social Psychology of Organizations. New York，1978
【43】Campbell. The performance prediction problem in industrial and organizationalpsychology. Handbook of industrial and organizational psychology，1990（1），P687-572
【44】Borman，Motowidlo. Task performance and contextual performance：The meaning forpersonnel selection research. Human performance，1997（2）,P99-109
【45】Van Scotter，J.R.＆Motowidlo. Interpersonal facilitation and job dedication asseparate facets of contextual performance. Journal of applied psychology，1996（11）,P35-47
【46】MeCrae R.R.,Costa Jr.The stability of personality: Observations and Evaluation.Current Directions in Psychological Science.1994(12)，P173-175.
【47】李贞宜．从社会资本观点探讨非营利组织资源连结过程之研究一以r财团法人伊旬社会福利基金会附设中区服务中心为例.【硕士学位论文】．东海大学，社会工作学系，2002．
【48】杨志忠．以社会资本论政府与非营利组织联盟绩效之研究．【硕士学位论文】．铭传大学，管理科学研究所，2003
© 2004-2018 中国地质图书馆版权所有 京ICP备05064691号 京公网安备11010802017129号 地址：北京市海淀区学院路29号 邮编：100083 电话：办公室：(+86 10)66554848；文献借阅、咨询服务、科技查新：66554700 |