摘要
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。
Based on social identity theory and similarity-attraction theory,this paper effectively integrates the individual-enterprise value fit and job performance,attempting to explore the pluralistic internal mechanism of employee occupational well-being.Through empirical analysis of 285 cross-regional and cross-industry research samples,this paper uses multiple regression and mediating effects to test the relationship between the two dimensions of individual-enterprise value fit and the two dimensions of occupational well-being,and to reveal the mediating role of work performance.The research results show that employee and team’s value orientation,work and environmental value orientation have a positive effect on employee cognitive social well-being and professional well-being,and job performance mediates the impact of individual-enterprise value fit on occupational well-being.Therefore,in the context of cultural management era,enterprises should focus on the value congruence in employee recruitment and selection process,improve employee performance,and integrate value management and performance management to improve employees’well-being.
出处
《企业经济》
北大核心
2019年第2期94-101,共8页
Enterprise Economy
基金
陕西省科技厅陕西省创新能力支撑计划"新常态下陕西省轻工业发展环境
动力及战略研究"(项目编号:2017KRM026)
2018年度西安市社会科学规划基金项目"西安市小微企业‘双创’平台与校地联动机制构建研究"(项目编号:18J13)
关键词
社会认同理论
相似-吸引理论
个人-企业价值观匹配
工作绩效
工作幸福感
social identity theory
similarity-attraction theory
individual-enterprise value fit
job performance
employee occupational well-being
