工作场所精神性对组织公民行为的影响:终极公正信念的中介作用
详细信息 查看官网全文
- 英文论文题名：Workplace Spirituality and Organizational Citizenship Behavior:The Mediating Effect of Belief in Ultimate Justice
- 论文作者：董梦晨 ; 金盛华
- 英文论文作者：Mengchen Dong ; Shenghua Jin ; School of Psychology ; Beijing Normal University
- 年：2015
- 作者机构：北京师范大学心理学院;
- 论文关键词：工作场所精神性 ; 组织公民行为 ; 终极公正信念
- 英文论文关键词：workplace spirituality ; organizational citizenship behavior ; belief in ultimate justice
- 会议召开时间：2015-10-16
- 会议录名称：第十八届全国心理学学术会议摘要集——心理学与社会发展
- 英文会议录名称：Proceedings of the 18th National Academic Congress of Psychology
- 语种：中文
- 分类号：C912.68
- 学会代码：ZGXG
- 会议名称：第十八届全国心理学学术会议
- 会议地点：中国天津
- 主办单位：中国心理学会
- 学会名称：中国心理学会
- 页数：2
- 文件大小：788k
- 原文格式：D
- 会议级别：全国
摘要
工作场所精神性是个体在工作环境中的一种超越性体验,描述了个体通过工作过程实现人生的意义、价值与目的,并从中获得内在满足与成长的个体感受与精神状态(Duchon&Plowman,2005)。工作场所精神性是精神性去宗教化的重要应用领域,对于组织文化建设和员工心理健康具有重要的影响。以往研究发现,工作场所精神性对于组织员工的创造力表现、组织承诺和工作绩效都会产生积极的影响(柯江林,孙健敏,王娟,2014;Riasudeen&Prabavathy,2011)。但已有研究较多地从企业或组织的角度出发,以提高员工工作表现和组织效益为目的考察精神性的作用和意义,但从员工自身态度和行为视角对精神性的关注相对较少。而与之相应地,组织公民行为能够有效地反映员工主体对于组织本身的认同态度与积极行为导向(Organ,1988)。研究同时考察了反映"善有善报、恶有恶报"的终极公正信念(Anderson,Kay,&Fitzsimons,2010)在工作场所精神性和组织公民行为关系中的中介作用,以此突显出员工的思想道德素养在员工与组织互动关系中的重要作用。本研究通过网络发放问卷的方式,分别采用工作场所精神性量表(柯江林等,2014)、组织公民行为量表(Farh,Earley,&Lin,1997)和终极公正信念量表(Schumann&Ross,2010)对137名企业在职人员进行调查,得到112份有效数据。结果显示:(1)工作场所精神性与组织公民行为(r=.44,p<.001)、终极公正信念与组织公民行为(r=.47,p<.001)以及工作场所精神性和终极公正信念(r=.38,p<.001)两两之间均存在显著的正相关关系。(2)终极公正信念在工作场所精神性和组织公民行为之间起着部分中介作用。当终极公正信念纳入回归分析时,终极公正信念对组织公民行为的回归系数为b=0.26,t=4.13,p<.001,η~2=.195;工作场所精神性对组织公民行为的回归系数为b=0.21,t=3.57,p=.001,η~2=.112。中介效应的95%的bootstrap区间为[.042,.168]。结果表明,组织员工的精神性会通过终极公正信念进一步影响员工的组织公民行为。培养员工精神性同时树立正确的职业道德信念对于员工自愿的组织公民行为具有重要影响,有利于组织的良好发展与运作。
Workplace spirituality refers to the self-transcendent experience in workplace backgrounds. It describes the personal feelings and spiritual states when people achieves their self-worth,life goals and meaning in work processes, and thus gaining inner fulfillment and growth(Duchon & Plowman, 2005). Workplace spirituality is a crucial application area of spirituality separated from religion, and has significant impact on organizations' cultural construction and employees' mental health. Previous research found that workplace spirituality had positive associations with creativity, organizational commitment and work performance of enterprise staff(Jiang-lin, Jian-min, & Juan, 2014; Riasudeen & Prabavathy, 2011). However, existing results were inclined to concentrate on the improvement of work performance and organizational benefits via spirituality; the effect of spirituality has rarely been examined from the perspective of employees themselves. Accordingly, organizational citizenship behavior is a decent reflection of personal identification of and positive behavior orientations towards the affiliated organization(Organ, 1988). To further investigate the significance of moral principles in the link between spirituality and organizational citizenship behavior, we adopted ultimate justice belief as an indicator, which represented the tendency for goodness to be rewarded and badness to be punished(Anderson, Kay, & Fitzsimons, 2010). The present study distributed online questionnaires to 137 organizational employees, each questionnaire composed of Workplace Spirituality Scale(Jiang-lin et al., 2014), Organizational Citizenship Behavior Scale(Farh, Earley, & Lin, 1997) and Belief in Ultimate Justice Scale(Schumann & Ross, 2010). The analysis with 112 valid participants shows:(1) Workplace spirituality and organizational citizenship behavior(r =.44, p<.001), ultimate justice belief and organizational citizenship behavior(r =.47, p<.001), workplace spirituality and ultimate justice belief(r =.38, p<.001) were positively correlated.(2) Ultimate justice belief was a partial mediator in the relationship between workplace spirituality and organizational citizenship behavior. When both workplace spirituality and ultimate justice belief were included as independent variables, ultimate justice belief significantly predicted organizational citizenship behavior(b = 0.26, t = 4.13, p<.001, η~2 =.195), while the predicting effect of workplace spirituality was weakened(b = 0.21, t = 3.57, p =.001, η~2 =.112). The 95% bootstrapping interval was [.042,.168]. The results indicated that workplace spirituality would have an effect on organizational citizenship behavior, and partially through its effect on ultimate justice belief. The findings suggest that the cultivation of spirituality and establishment of vocational ethics is crucial in employees' volunteering prosocial behavior towards their affiliations, thus promoting the virtuous operation and development of organizations.
Workplace spirituality refers to the self-transcendent experience in workplace backgrounds. It describes the personal feelings and spiritual states when people achieves their self-worth,life goals and meaning in work processes, and thus gaining inner fulfillment and growth(Duchon & Plowman, 2005). Workplace spirituality is a crucial application area of spirituality separated from religion, and has significant impact on organizations' cultural construction and employees' mental health. Previous research found that workplace spirituality had positive associations with creativity, organizational commitment and work performance of enterprise staff(Jiang-lin, Jian-min, & Juan, 2014; Riasudeen & Prabavathy, 2011). However, existing results were inclined to concentrate on the improvement of work performance and organizational benefits via spirituality; the effect of spirituality has rarely been examined from the perspective of employees themselves. Accordingly, organizational citizenship behavior is a decent reflection of personal identification of and positive behavior orientations towards the affiliated organization(Organ, 1988). To further investigate the significance of moral principles in the link between spirituality and organizational citizenship behavior, we adopted ultimate justice belief as an indicator, which represented the tendency for goodness to be rewarded and badness to be punished(Anderson, Kay, & Fitzsimons, 2010). The present study distributed online questionnaires to 137 organizational employees, each questionnaire composed of Workplace Spirituality Scale(Jiang-lin et al., 2014), Organizational Citizenship Behavior Scale(Farh, Earley, & Lin, 1997) and Belief in Ultimate Justice Scale(Schumann & Ross, 2010). The analysis with 112 valid participants shows:(1) Workplace spirituality and organizational citizenship behavior(r =.44, p<.001), ultimate justice belief and organizational citizenship behavior(r =.47, p<.001), workplace spirituality and ultimate justice belief(r =.38, p<.001) were positively correlated.(2) Ultimate justice belief was a partial mediator in the relationship between workplace spirituality and organizational citizenship behavior. When both workplace spirituality and ultimate justice belief were included as independent variables, ultimate justice belief significantly predicted organizational citizenship behavior(b = 0.26, t = 4.13, p<.001, η~2 =.195), while the predicting effect of workplace spirituality was weakened(b = 0.21, t = 3.57, p =.001, η~2 =.112). The 95% bootstrapping interval was [.042,.168]. The results indicated that workplace spirituality would have an effect on organizational citizenship behavior, and partially through its effect on ultimate justice belief. The findings suggest that the cultivation of spirituality and establishment of vocational ethics is crucial in employees' volunteering prosocial behavior towards their affiliations, thus promoting the virtuous operation and development of organizations.
引文