个体情绪智力与自我效能感对适应性绩效的影响研究
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摘要
随着信息技术的普及和经济全球化的影响,跨行跨区域的竞争加剧,各类组织处于充满多样性与变化性的社会环境中,员工的工作方式也随之发生了巨大改变。这些变化带来许多不适应现象,譬如岗位轮换的不适应,对新要求新规范的不适应,对新企业文化的不适应,对工作创新性要求的不适应,对人际交流的不适应,或是对工作压力的不适应。针对此类状况,适应性绩效应运而生,适应性绩效是对员工多方面适应性的考量,是个体和团队在动态变化的环境中持续高效运作,以及组织保持长期竞争优势至关重要的因素之一,并且对任务绩效和周边绩效具有明显的促进作用。同时,学者们也发现情绪智力和自我效能感对个体适应性起着重要的影响作用。因此,本文以适应性绩效作为研究对象,以情绪智力和自我效能感作为影响因素,研究情绪智力与自我效能感对适应性绩效的影响关系。
为此,本文首先对适应性绩效、情绪智力和自我效能感进行文献研究,梳理出理论模型和测量工具,提出情绪智力与自我效能感对适应性绩效的影响关系假说,然后选择成熟问卷,采用匿名方式对多行业人群进行调查,运用SPSS19.0软件对所得数据进行统计分析,检验问卷的信度和效度。随后,使用AMOS21.0构建了检验情绪智力、自我效能感和适应性绩效三者间关系假设的结构方程模型,验证提出的假设,再对三者子因素进行路径分析。之后使用DEMATEL对关键因素进行内部关系识别,找出原因因素、结果因素和中心度因素。最后,选取爱因森科技专修学院招生团队作为实证对象进行案例应用研究,对收集的访谈信息和样本数据做出分析,提出了相关建议和措施,并综合前述研究提出了改善员工适应性绩效的对策与建议。
本文的主要研究工作和结论有：
(1)构建了情绪智力、自我效能感对适应性绩效影响的结构方程模型,该模型解释了各因素间的相关性,并验证了模型假设。
即：情绪智力对适应性绩效整体正相关；自我效能感与适应性绩效整体正相关；情绪智力与自我效能感具有较高的正相关程度。
(2)通过情绪智力、自我效能感和适应性绩效子因素间的路径模型分析了三者子因素间的关系强度。
即：情绪智力的情绪运用维度对适应性绩效的影响强度最大,其次是他人情绪知觉和自我情绪知觉维度,影响最小的是情绪控制维度；自我效能的广度维度对适应性绩效的影响最大,其次是水平和强度维度；情绪智力与自我效能因子之间存在较强的相互作用。
(3)运用DEMATEL找出了适应性绩效内部因素模型和情绪智力与适应性绩效内部因素模型的原因因素、结果因素和中心度因素,阐释了关键因素间的因果关系。
即：适应性绩效的原因因素为创造性地解决问题和表现出人际适应性；结果因素为处理紧急和危机情景,处理不确定和不可预测的工作情景,表现出文化适应性,学习新工作任务、技术和程序,表现出身体条件的适应性,处理工作压力；按中心度排序为处理不确定性和不可预测的工作情境,处理紧急和危急情境,处理工作压力,创造性地解决问题,表现出人际适应性,学习新工作任务、技术和程序,表现出身体条件的适应性和表现出文化适应性。
情绪智力与自我效能感的原因因素为情绪运用,自我效能的强度,自我效能的广度,自我效能的水平；结果因素为他人情绪知觉,自我情绪知觉,情绪控制；按中心度降序排列为情绪运用,情绪控制,自我情绪知觉,自我效能感广度,自我效能感强度,自我效能感水平,他人情绪知觉。
(4)通过对爱因森科技专修学院的招生团队进行案例分析,验证了前述模型的有效性和实用性,并在对该团队问题进行分析和提出建议的基础上,综合之前研究从宏观和微观两个层面提出了改善员工适应性绩效的建议。
宏观方面：提高对适应性绩效的重视程度;重视心理因素在员工职业生涯中发挥的作用。微观方面：提升员工感知他人情绪的能力；提升员工运用情绪的能力；增强员工自我效能感的强度；拓展员工自我效能感的广度；通过改变组织来适应员工。
对适应性绩效的管理是一项既复杂又充满不确定性的系统工程,其中还涉及很多未知的领域,值得我们深思与探索。随着环境变化的增多与加快,对个体的适应性提出了越来越高的要求,希望通过本论文的研究,能从情绪智力和自我效能感角度,为提升个体的适应性绩效做出一些有益借鉴。
With the dissemination of information technology and the impact of economic globalization, inter-organizational and inter-regional competition is increasing, organizational environments are facing with a variety of changes, and employees' working pattern is undergoing a tremendous changes. Unadaptable phenomena were caused by these changes, such as new working position, new requirements and regulations, new organizational culture, new demand for innovation, new interpersonal relationship and new working pressure. For these reasons, the research of adaptable performance measurement is emerging. Adaptable performance measurement is a measurement of individual and organizational adaptable performance from multiple perspectives. It is the key maintain the long-term competitive advantage for an organization, and it has a significant role in promoting task performance and contextual performance. Meanwhile, scholars have found that emotional intelligence and self-efficacy play important roles in individual adaptability. Therefore, this paper concentrates on the impact of emotional intelligence and self-efficacy on the adaptive performance.
This paper reviewed literatures of adaptive performance, emotional intelligence and self-efficacy, draw out the theoretical models and measurement tools. The author hypothesized that there is a positive relationship between adaptive performance and emotional intelligence and self-efficacy. The author utilized the anonymous questionnaire-survey on multi-sector groups to collect data. Reliability and validity of research data were analyzed by SPSS19.0software. The structural equation model of the relationship among emotional intelligence, self-efficacy and adaptability was built up by AMOS21.0software. Then causation factors, result factors and center factors are found out by the DEMATEL model. Finally, the author selected recruit students team of Yunnan Einsun Science and Technology College as the empirical object, analyzing sample data and interview information, putting forward relevant proposals and measures, and providing a comprehensive strategies and suggestions for promoting employees'adaptive performance on the base of previous research.
The main research work and conclusions of this paper:
(1) The structural equation model of the relationship among emotional intelligence, self-efficacy and adaptability was built up, which explained the correlation between various factors and tested hypotheses.
Namely:emotional intelligence positively correlated with overall adaptive performance; self-efficacy positively correlated with overall adaptive performance; and emotional intelligence highly-positively correlated with self-efficacy.
(2) Intensity of the relationship among emotional intelligence, self-efficacy and adaptive performance was analyzed.
Namely:emotional dimensions of emotional intelligence on the use of adaptive performance impact strength, followed by the others emotional perception and emotional self-perception dimension, the impact is minimal dimension of emotional control; influence of self-efficacy breadth dimension adaptive performance, followed by the level and strength dimension; there is a strong interaction between emotional intelligence and self-efficacy factor.
(3) Causation factors, result factors and center factors are found out by the DEMATEL model, which illustrated the causal relationship among key factors.
Namely:adaptive performance of causal factors for creative problem solving and interpersonal adaptability exhibit; result of factors to deal with emergencies and crisis situations, deal with uncertain and unpredictable work situations, showing cultural adaptability, learning new tasks, techniques and procedures, showing the physical condition of the adaptability to handle work pressure; press center will be arranged in order to deal with the degree of uncertainty and unpredictability of the work situation, deal with emergencies and critical situations, deal with stress, creative problem solving, performance the interpersonal adaptability, learning new tasks, techniques and procedures, showing the adaptability and performance of the physical condition of the cultural adaptability.
Emotional intelligence and self-efficacy of the use of causal factors for the mood, self-efficacy strength, breadth of self-efficacy, self-efficacy levels; outcome factors for others emotional perception, emotional self-perception, emotional control; descending order according to the degree of emotional center use, emotional control, emotional self-perception, self-efficacy breadth, intensity of self-efficacy, self-efficacy, perceived emotions of others.
(4) Validity and practicability was proved by analyzing the case of Yunnan Einsun Science and Technology College. Comprehensive strategies and suggestions for promoting employees'adaptive performance on the base of previous research were provided from both macro and micro aspects.
Macro aspect:improving emphasis on adaptive performance; paying attention to the role of psychological factors in employee career. Micro aspect:enhancing staff's capacity of perceiving others'emotion; enhancing staff's ability to use emotions; enhancing employee's self-efficacy strength; expanding the breadth of employee self-efficacy; changing organization to adapt employee.
Adaptive performance management is a complex and uncertain systematic project, which also involves a lot of uncharted territories. It is worth our consideration and exploration. With increasing and accelerating of environmental changes, higher demand of individual adaptability was provided. The author hopes the research paper can make contributions for promoting individual adaptive performance from dimensions of emotional intelligence and self-efficacy.
为此,本文首先对适应性绩效、情绪智力和自我效能感进行文献研究,梳理出理论模型和测量工具,提出情绪智力与自我效能感对适应性绩效的影响关系假说,然后选择成熟问卷,采用匿名方式对多行业人群进行调查,运用SPSS19.0软件对所得数据进行统计分析,检验问卷的信度和效度。随后,使用AMOS21.0构建了检验情绪智力、自我效能感和适应性绩效三者间关系假设的结构方程模型,验证提出的假设,再对三者子因素进行路径分析。之后使用DEMATEL对关键因素进行内部关系识别,找出原因因素、结果因素和中心度因素。最后,选取爱因森科技专修学院招生团队作为实证对象进行案例应用研究,对收集的访谈信息和样本数据做出分析,提出了相关建议和措施,并综合前述研究提出了改善员工适应性绩效的对策与建议。
本文的主要研究工作和结论有：
(1)构建了情绪智力、自我效能感对适应性绩效影响的结构方程模型,该模型解释了各因素间的相关性,并验证了模型假设。
即：情绪智力对适应性绩效整体正相关；自我效能感与适应性绩效整体正相关；情绪智力与自我效能感具有较高的正相关程度。
(2)通过情绪智力、自我效能感和适应性绩效子因素间的路径模型分析了三者子因素间的关系强度。
即：情绪智力的情绪运用维度对适应性绩效的影响强度最大,其次是他人情绪知觉和自我情绪知觉维度,影响最小的是情绪控制维度；自我效能的广度维度对适应性绩效的影响最大,其次是水平和强度维度；情绪智力与自我效能因子之间存在较强的相互作用。
(3)运用DEMATEL找出了适应性绩效内部因素模型和情绪智力与适应性绩效内部因素模型的原因因素、结果因素和中心度因素,阐释了关键因素间的因果关系。
即：适应性绩效的原因因素为创造性地解决问题和表现出人际适应性；结果因素为处理紧急和危机情景,处理不确定和不可预测的工作情景,表现出文化适应性,学习新工作任务、技术和程序,表现出身体条件的适应性,处理工作压力；按中心度排序为处理不确定性和不可预测的工作情境,处理紧急和危急情境,处理工作压力,创造性地解决问题,表现出人际适应性,学习新工作任务、技术和程序,表现出身体条件的适应性和表现出文化适应性。
情绪智力与自我效能感的原因因素为情绪运用,自我效能的强度,自我效能的广度,自我效能的水平；结果因素为他人情绪知觉,自我情绪知觉,情绪控制；按中心度降序排列为情绪运用,情绪控制,自我情绪知觉,自我效能感广度,自我效能感强度,自我效能感水平,他人情绪知觉。
(4)通过对爱因森科技专修学院的招生团队进行案例分析,验证了前述模型的有效性和实用性,并在对该团队问题进行分析和提出建议的基础上,综合之前研究从宏观和微观两个层面提出了改善员工适应性绩效的建议。
宏观方面：提高对适应性绩效的重视程度;重视心理因素在员工职业生涯中发挥的作用。微观方面：提升员工感知他人情绪的能力；提升员工运用情绪的能力；增强员工自我效能感的强度；拓展员工自我效能感的广度；通过改变组织来适应员工。
对适应性绩效的管理是一项既复杂又充满不确定性的系统工程,其中还涉及很多未知的领域,值得我们深思与探索。随着环境变化的增多与加快,对个体的适应性提出了越来越高的要求,希望通过本论文的研究,能从情绪智力和自我效能感角度,为提升个体的适应性绩效做出一些有益借鉴。
With the dissemination of information technology and the impact of economic globalization, inter-organizational and inter-regional competition is increasing, organizational environments are facing with a variety of changes, and employees' working pattern is undergoing a tremendous changes. Unadaptable phenomena were caused by these changes, such as new working position, new requirements and regulations, new organizational culture, new demand for innovation, new interpersonal relationship and new working pressure. For these reasons, the research of adaptable performance measurement is emerging. Adaptable performance measurement is a measurement of individual and organizational adaptable performance from multiple perspectives. It is the key maintain the long-term competitive advantage for an organization, and it has a significant role in promoting task performance and contextual performance. Meanwhile, scholars have found that emotional intelligence and self-efficacy play important roles in individual adaptability. Therefore, this paper concentrates on the impact of emotional intelligence and self-efficacy on the adaptive performance.
This paper reviewed literatures of adaptive performance, emotional intelligence and self-efficacy, draw out the theoretical models and measurement tools. The author hypothesized that there is a positive relationship between adaptive performance and emotional intelligence and self-efficacy. The author utilized the anonymous questionnaire-survey on multi-sector groups to collect data. Reliability and validity of research data were analyzed by SPSS19.0software. The structural equation model of the relationship among emotional intelligence, self-efficacy and adaptability was built up by AMOS21.0software. Then causation factors, result factors and center factors are found out by the DEMATEL model. Finally, the author selected recruit students team of Yunnan Einsun Science and Technology College as the empirical object, analyzing sample data and interview information, putting forward relevant proposals and measures, and providing a comprehensive strategies and suggestions for promoting employees'adaptive performance on the base of previous research.
The main research work and conclusions of this paper:
(1) The structural equation model of the relationship among emotional intelligence, self-efficacy and adaptability was built up, which explained the correlation between various factors and tested hypotheses.
Namely:emotional intelligence positively correlated with overall adaptive performance; self-efficacy positively correlated with overall adaptive performance; and emotional intelligence highly-positively correlated with self-efficacy.
(2) Intensity of the relationship among emotional intelligence, self-efficacy and adaptive performance was analyzed.
Namely:emotional dimensions of emotional intelligence on the use of adaptive performance impact strength, followed by the others emotional perception and emotional self-perception dimension, the impact is minimal dimension of emotional control; influence of self-efficacy breadth dimension adaptive performance, followed by the level and strength dimension; there is a strong interaction between emotional intelligence and self-efficacy factor.
(3) Causation factors, result factors and center factors are found out by the DEMATEL model, which illustrated the causal relationship among key factors.
Namely:adaptive performance of causal factors for creative problem solving and interpersonal adaptability exhibit; result of factors to deal with emergencies and crisis situations, deal with uncertain and unpredictable work situations, showing cultural adaptability, learning new tasks, techniques and procedures, showing the physical condition of the adaptability to handle work pressure; press center will be arranged in order to deal with the degree of uncertainty and unpredictability of the work situation, deal with emergencies and critical situations, deal with stress, creative problem solving, performance the interpersonal adaptability, learning new tasks, techniques and procedures, showing the adaptability and performance of the physical condition of the cultural adaptability.
Emotional intelligence and self-efficacy of the use of causal factors for the mood, self-efficacy strength, breadth of self-efficacy, self-efficacy levels; outcome factors for others emotional perception, emotional self-perception, emotional control; descending order according to the degree of emotional center use, emotional control, emotional self-perception, self-efficacy breadth, intensity of self-efficacy, self-efficacy, perceived emotions of others.
(4) Validity and practicability was proved by analyzing the case of Yunnan Einsun Science and Technology College. Comprehensive strategies and suggestions for promoting employees'adaptive performance on the base of previous research were provided from both macro and micro aspects.
Macro aspect:improving emphasis on adaptive performance; paying attention to the role of psychological factors in employee career. Micro aspect:enhancing staff's capacity of perceiving others'emotion; enhancing staff's ability to use emotions; enhancing employee's self-efficacy strength; expanding the breadth of employee self-efficacy; changing organization to adapt employee.
Adaptive performance management is a complex and uncertain systematic project, which also involves a lot of uncharted territories. It is worth our consideration and exploration. With increasing and accelerating of environmental changes, higher demand of individual adaptability was provided. The author hopes the research paper can make contributions for promoting individual adaptive performance from dimensions of emotional intelligence and self-efficacy.
引文
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