企业员工职业承诺、人格特征和工作绩效的相关研究
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摘要
近年来,随着人力资源领域的发展,人们越来越关注心理学在人力资源管理中的应用,越来越多的心理学理论运用到人力资源管理领域,比如说对心理契约,组织承诺的研究。最近,对职业承诺的研究成为研究人们对职业态度的一个重要指标。
为了探索本土化职业承诺结构,本文在参阅国内外相关资料的基础上,对职业承诺的结构进行研究。经过初试问卷、预试问卷和正式问卷三个步骤的研究,最终得到了基于本地区的职业承诺结构模型。在职业承诺研究的基础上,又探讨了人格对工作绩效的影响因素研究,在本论文中,主要是将职业承诺做为影响人格和工作绩效的中介变量来进行研究。
本研究的目的是确定企业员工的职业承诺结构,编制量表,并探讨人格、职业承诺和工作绩效三者内部的相互关系。采用访谈法、问卷调查法采集数据,用SPSS13.0软件对数据进行项目分析、t检验、方差分析、探索性因素分析,用AMOS16.0进行结构方程模型的建立和修正,得到以下结论：
(1)职业承诺由四维度组成即情感承诺、机会承诺、代价承诺和规范承诺。
(2)在本研究中并没有发现理想承诺这个维度；而且代价承诺也没有必要划分出经济代价承诺和情感代价承诺。
(3)职业承诺做为人格和工作绩效的中介变量而存在。
(4)在具体维度中介变量的研究中,共发现了4个部分中介效应,分别是：情感承诺在责任性和工作奉献中的中介效应；规范承诺在责任性和工作奉献中的中介效应；规范承诺在责任性和任务绩效中的中介效应；规范承诺在责任性和人际促进中的中介效应。
(5)四个完全中介效应,分别是：情感承诺在情绪敏感性和工作奉献中的中介效应；机会承诺在情绪敏感性和工作奉献中的中介效应；情感承诺在外向性和工作奉献中的中介效应；情感承诺在亲和性和工作奉献中的中介效应。
(6)对调节变量的研究。在本研究中亦对其进行了相关的检验,结果发现并不显著,这样就证明了职业承诺可能并不是人格和工作绩效的调节变量。
本研究对企业建立员工培训体系、制定员工职业生涯管理政策和薪酬制度等现代人力资源管理,有一定的理论价值和实践意义。
In recent years, with developments in the field of human resources, there is a growing attention about the psychology of human resources management, more and more use psychological theory to the field of human resources management, for example, on the psychological contract, organizational commitment research. Recently, studies of occupational commitment for studying people's professional attitude as an important indicator.
In order to explore the structure of the localization occupational commitment, in this paper refer to the relevant information at home and abroad on the basis of the structure of occupational commitment to research. After initial questionnaire, the pretest questionnaire and a formal three-step questionnaire study, eventually to be based on the basic research, but also of personality on job performance factors studied in this thesis, the major occupational commitment is to serve as the impact of personality and job performance variables to study mediator.
The purpose of this research was to confirm the structure of occupational commitment, work out scales, and to explore the personality, occupational commitment and job performance of the internal relationship among the three.Using interview and questionnaire investigation method, utilize SPSS12.0 and AMOS16.0,etc to analyze the data, following conclusions was founded:
(1)Occupation commitment from the four-dimensional composition that is:affective commitment,opportunities commitment, the cost of commitment and normative commitment.
(2)At present,the study did not find the ideal commitment to this dimension; and the cost of commitment there is no need for division of the economic costs of commitment and emotional costs of commitment.
(3)Occupational commitment is a mediator beteween the personality and job performance.
(4) At the specific dimension of the mediator variable study, four parts of the mediator effect were founded:effective commitment and job duty at dedication of the mediator effect; normative commitment and job duty at dedication of the mediator effect; normative commitment and job duty at dedication of the mediator effect; normative commitment and duty at a time when people promote the mediator effect.
(5)Four fully mediator effect, respectively are:affective commitment at emotional sensitivity and dedication in the work of the mediator effect; opportunities commitment to emotional sensitivity and the job dedication of the mediator effect; affective commitment and job dedication extraversion at the mediator effect; affective commitment and job dedication in the affinity of the mediator effect。
(6)Research on the moderator. In the present study is also carried out the relevant tests, was found not significant, so that it proves occupational commitment is not a moderator between the personality and job performance.
The survey of this thesis shall offer certain theoretical value and actual significance to the modem human resources managenment,such as in establishing the training system on employees,the career management polichy,salary system,etc, it must have the theoretical value and practical significance.
为了探索本土化职业承诺结构,本文在参阅国内外相关资料的基础上,对职业承诺的结构进行研究。经过初试问卷、预试问卷和正式问卷三个步骤的研究,最终得到了基于本地区的职业承诺结构模型。在职业承诺研究的基础上,又探讨了人格对工作绩效的影响因素研究,在本论文中,主要是将职业承诺做为影响人格和工作绩效的中介变量来进行研究。
本研究的目的是确定企业员工的职业承诺结构,编制量表,并探讨人格、职业承诺和工作绩效三者内部的相互关系。采用访谈法、问卷调查法采集数据,用SPSS13.0软件对数据进行项目分析、t检验、方差分析、探索性因素分析,用AMOS16.0进行结构方程模型的建立和修正,得到以下结论：
(1)职业承诺由四维度组成即情感承诺、机会承诺、代价承诺和规范承诺。
(2)在本研究中并没有发现理想承诺这个维度；而且代价承诺也没有必要划分出经济代价承诺和情感代价承诺。
(3)职业承诺做为人格和工作绩效的中介变量而存在。
(4)在具体维度中介变量的研究中,共发现了4个部分中介效应,分别是：情感承诺在责任性和工作奉献中的中介效应；规范承诺在责任性和工作奉献中的中介效应；规范承诺在责任性和任务绩效中的中介效应；规范承诺在责任性和人际促进中的中介效应。
(5)四个完全中介效应,分别是：情感承诺在情绪敏感性和工作奉献中的中介效应；机会承诺在情绪敏感性和工作奉献中的中介效应；情感承诺在外向性和工作奉献中的中介效应；情感承诺在亲和性和工作奉献中的中介效应。
(6)对调节变量的研究。在本研究中亦对其进行了相关的检验,结果发现并不显著,这样就证明了职业承诺可能并不是人格和工作绩效的调节变量。
本研究对企业建立员工培训体系、制定员工职业生涯管理政策和薪酬制度等现代人力资源管理,有一定的理论价值和实践意义。
In recent years, with developments in the field of human resources, there is a growing attention about the psychology of human resources management, more and more use psychological theory to the field of human resources management, for example, on the psychological contract, organizational commitment research. Recently, studies of occupational commitment for studying people's professional attitude as an important indicator.
In order to explore the structure of the localization occupational commitment, in this paper refer to the relevant information at home and abroad on the basis of the structure of occupational commitment to research. After initial questionnaire, the pretest questionnaire and a formal three-step questionnaire study, eventually to be based on the basic research, but also of personality on job performance factors studied in this thesis, the major occupational commitment is to serve as the impact of personality and job performance variables to study mediator.
The purpose of this research was to confirm the structure of occupational commitment, work out scales, and to explore the personality, occupational commitment and job performance of the internal relationship among the three.Using interview and questionnaire investigation method, utilize SPSS12.0 and AMOS16.0,etc to analyze the data, following conclusions was founded:
(1)Occupation commitment from the four-dimensional composition that is:affective commitment,opportunities commitment, the cost of commitment and normative commitment.
(2)At present,the study did not find the ideal commitment to this dimension; and the cost of commitment there is no need for division of the economic costs of commitment and emotional costs of commitment.
(3)Occupational commitment is a mediator beteween the personality and job performance.
(4) At the specific dimension of the mediator variable study, four parts of the mediator effect were founded:effective commitment and job duty at dedication of the mediator effect; normative commitment and job duty at dedication of the mediator effect; normative commitment and job duty at dedication of the mediator effect; normative commitment and duty at a time when people promote the mediator effect.
(5)Four fully mediator effect, respectively are:affective commitment at emotional sensitivity and dedication in the work of the mediator effect; opportunities commitment to emotional sensitivity and the job dedication of the mediator effect; affective commitment and job dedication extraversion at the mediator effect; affective commitment and job dedication in the affinity of the mediator effect。
(6)Research on the moderator. In the present study is also carried out the relevant tests, was found not significant, so that it proves occupational commitment is not a moderator between the personality and job performance.
The survey of this thesis shall offer certain theoretical value and actual significance to the modem human resources managenment,such as in establishing the training system on employees,the career management polichy,salary system,etc, it must have the theoretical value and practical significance.
引文
[1]Wayne F. Cascio, ed.人力资源管理中的应用心理学.北京：北京大学出版社,2006：3-4页
[2]Blau G J.The measurement and prediction of career commitment. Journal of Occupational Psychology,1985,58:277-288P
[3]Anlnya, ed. A reexamination of accountants organizational-Professional conflict. The Accounting Review,54(1):23-25P
[4]Dwyer P D, ed. A Research Note Concerning the Dimensionality of the Professional Commitment Scale. Behavioral Research in Accounting,2000,12:279-296P
[5]Paul M Clikeman, ed. The effect of the 150-hour requirement on new accountants'professional commitment, ethical orientation, and professionalism. Critical Perspectives on Accounting, 2001,12:627-645P
[6]D.T.Hall. A theoretieal model of career subidentity in organizational settings. Organizationl Behavior and Human Performanee,1971 (6):50-76P
[7]Buchanan B. Building organizational commitment:The socialization of managers in work organizations. Administrative Science Quarterly,1974,19 (3):533-546P
[8]王雪.企业员工职业承诺结构及相关研究.暨南大学硕士学位论文.2006：23-25页
[9]Mowday R T,ed. The measurement of organizational commitment. Journal of vocational behavior,1979,14 (2):224-247
[10]Wiener Y. Commitment in organization:A normative view. Academy of
Management Review,1982,7 (3):418-428P
[11]凌文辁,张治灿,方俐洛.中国职工组织承诺研究.中国社会科学.2001：25-42页
[12]Blau G. Testing for a four-dimensional structure of occupationa commitment. J Occup Org Psychol,2003,76(20):469-488P
[13]Irving P G, ed. Further assessments of a three-component model of occupational commitment:generalizability and differences across occupations, Journal of Applied Psychology,1997, 82(3):444-452P
[14]龙立荣,李霞.中小学教师的职业承诺研究.教育研究与实验.2002,4：25-34页
[15]梁润华.电信企业员工职业承诺状况实证研究.暨南大学硕士学位论文.2004：36-69页
[16]李斐斐.知识型员工职业承诺及影响因素模型的研究.天律师范大学研究生学位论文.2006：69-68页
[17]裴艳.护士职业承诺水平及离职影响因素研究.第二军医大学硕士学位论文.2007：56-59页
[18]唐春勇.大五个性和工作态度对关联绩效影响的实证研究.西南交通大学博士学位论文.2001：14-18页
[19]王霞霞,张进辅.国内外职业承诺研究述评.心理科学进展.2007,15(3)：488-497页
[20]Rodney A McCloy, ed. Invited Reaction:The Effects of Personality Affectivity, and Work Commitment on Motivation to Improve Work Through Learning. HumanResource Development,2002, 13(4):377-382 P
[21]Sharon S Naquin, ed. The Effects of Personality, Affectivity, and Work Commitment on Motivation to Improve Work. Through Learning. HumanResource Development,2002,13(4):357-376P
[22]董巍.上海警察职业生涯承诺的结构及其与人格特征关系的研究.华东师范大学硕士学位论文.2006：35-38页
[23]温忠麟,张雷,侯杰泰,刘红云.中介效应检验程序及其应用.心理学报.2004,36(5)：614-620页
[24]Wen Z, ed. A Comparison of Moderator and Mediator and Their Applications (in Chinese). Acta Psychologica Sinica,2005, 37(2):268-274P(温忠麟,侯杰泰,张雷.调节效应和中介效应的比较和应用.心理学报.2005,37(2)：268-274)
[25]Gellatly, ed. Conscientiousness and Task Performance:Test of a Cognitive Process Model. Journal of Applied Psychology.1996, 81 (5):474-582P
[26]Gerhardt. Exploring mechanisms in the personality performance relationship:Mediating roles of self-management and situational constraints. Personality& Individual Differences, 2007,43 (6):1344-1355P
[27]Dweck. Motivational Processes Affecting Learning. American Psychologist,1986,41 (10):1040-1048P
[28]Stan Franklin ed. Feelings and Emotions as Motivators and Learning Facilitators. Architectures for Modeling Emotions, 2004,2:95-98P
[29]Murray, ed. Strauss Conscientiousness and Performance of Sales Representatives:Test of the Mediating Effect of Goal Setting. Journal of Applied Psychology,1993,78(5):715-722P
[30]Frank L. Schmidt ed. Hunter Development of a Causal Model of Processes Determining Job Performance. American Psychological Societv,1992, 1(3):89-92P
[31]Westerman, ed. The Effects of Work Environment on the Personality Performance Relationship:An Exploratory Study. Journal of Managerial Issues,2007,19 (2):288-305P
[32]Murray R. Barrick, Greg L. Stewart, Mike Piotrowski Personality and Job Performance:Test of the Mediating Effects of Motivation Among Sales Representatives, Journal of Applied Psychology. 2002,87(1):1-8P
[33]温忠麟,张雷,侯杰泰.有中介的调节变量和有调节的中介变量.心理学报.2006,38(3)：448-452页
[34]高书彦.组织承诺与组织支持对员工工作绩效的影响研究-以SV管理软件咨询公司为例.上海交通大学硕士学位论文.2007：56-59页
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[2]Blau G J.The measurement and prediction of career commitment. Journal of Occupational Psychology,1985,58:277-288P
[3]Anlnya, ed. A reexamination of accountants organizational-Professional conflict. The Accounting Review,54(1):23-25P
[4]Dwyer P D, ed. A Research Note Concerning the Dimensionality of the Professional Commitment Scale. Behavioral Research in Accounting,2000,12:279-296P
[5]Paul M Clikeman, ed. The effect of the 150-hour requirement on new accountants'professional commitment, ethical orientation, and professionalism. Critical Perspectives on Accounting, 2001,12:627-645P
[6]D.T.Hall. A theoretieal model of career subidentity in organizational settings. Organizationl Behavior and Human Performanee,1971 (6):50-76P
[7]Buchanan B. Building organizational commitment:The socialization of managers in work organizations. Administrative Science Quarterly,1974,19 (3):533-546P
[8]王雪.企业员工职业承诺结构及相关研究.暨南大学硕士学位论文.2006：23-25页
[9]Mowday R T,ed. The measurement of organizational commitment. Journal of vocational behavior,1979,14 (2):224-247
[10]Wiener Y. Commitment in organization:A normative view. Academy of
Management Review,1982,7 (3):418-428P
[11]凌文辁,张治灿,方俐洛.中国职工组织承诺研究.中国社会科学.2001：25-42页
[12]Blau G. Testing for a four-dimensional structure of occupationa commitment. J Occup Org Psychol,2003,76(20):469-488P
[13]Irving P G, ed. Further assessments of a three-component model of occupational commitment:generalizability and differences across occupations, Journal of Applied Psychology,1997, 82(3):444-452P
[14]龙立荣,李霞.中小学教师的职业承诺研究.教育研究与实验.2002,4：25-34页
[15]梁润华.电信企业员工职业承诺状况实证研究.暨南大学硕士学位论文.2004：36-69页
[16]李斐斐.知识型员工职业承诺及影响因素模型的研究.天律师范大学研究生学位论文.2006：69-68页
[17]裴艳.护士职业承诺水平及离职影响因素研究.第二军医大学硕士学位论文.2007：56-59页
[18]唐春勇.大五个性和工作态度对关联绩效影响的实证研究.西南交通大学博士学位论文.2001：14-18页
[19]王霞霞,张进辅.国内外职业承诺研究述评.心理科学进展.2007,15(3)：488-497页
[20]Rodney A McCloy, ed. Invited Reaction:The Effects of Personality Affectivity, and Work Commitment on Motivation to Improve Work Through Learning. HumanResource Development,2002, 13(4):377-382 P
[21]Sharon S Naquin, ed. The Effects of Personality, Affectivity, and Work Commitment on Motivation to Improve Work. Through Learning. HumanResource Development,2002,13(4):357-376P
[22]董巍.上海警察职业生涯承诺的结构及其与人格特征关系的研究.华东师范大学硕士学位论文.2006：35-38页
[23]温忠麟,张雷,侯杰泰,刘红云.中介效应检验程序及其应用.心理学报.2004,36(5)：614-620页
[24]Wen Z, ed. A Comparison of Moderator and Mediator and Their Applications (in Chinese). Acta Psychologica Sinica,2005, 37(2):268-274P(温忠麟,侯杰泰,张雷.调节效应和中介效应的比较和应用.心理学报.2005,37(2)：268-274)
[25]Gellatly, ed. Conscientiousness and Task Performance:Test of a Cognitive Process Model. Journal of Applied Psychology.1996, 81 (5):474-582P
[26]Gerhardt. Exploring mechanisms in the personality performance relationship:Mediating roles of self-management and situational constraints. Personality& Individual Differences, 2007,43 (6):1344-1355P
[27]Dweck. Motivational Processes Affecting Learning. American Psychologist,1986,41 (10):1040-1048P
[28]Stan Franklin ed. Feelings and Emotions as Motivators and Learning Facilitators. Architectures for Modeling Emotions, 2004,2:95-98P
[29]Murray, ed. Strauss Conscientiousness and Performance of Sales Representatives:Test of the Mediating Effect of Goal Setting. Journal of Applied Psychology,1993,78(5):715-722P
[30]Frank L. Schmidt ed. Hunter Development of a Causal Model of Processes Determining Job Performance. American Psychological Societv,1992, 1(3):89-92P
[31]Westerman, ed. The Effects of Work Environment on the Personality Performance Relationship:An Exploratory Study. Journal of Managerial Issues,2007,19 (2):288-305P
[32]Murray R. Barrick, Greg L. Stewart, Mike Piotrowski Personality and Job Performance:Test of the Mediating Effects of Motivation Among Sales Representatives, Journal of Applied Psychology. 2002,87(1):1-8P
[33]温忠麟,张雷,侯杰泰.有中介的调节变量和有调节的中介变量.心理学报.2006,38(3)：448-452页
[34]高书彦.组织承诺与组织支持对员工工作绩效的影响研究-以SV管理软件咨询公司为例.上海交通大学硕士学位论文.2007：56-59页
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