组织主人翁氛围测量量表有效性的验证
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摘要
随着知识经济的发展,企业需要对复杂的外部环境变化快速做出反应,企业管理呈现知识化、网络化、扁平化等特点,员工工作职责变得宽泛,工作内容难以界定,无法有效通过外在方式控制员工的工作行为,这就要求企业要更多地依靠员工自主性行为为企业创造竞争优势。目前越来越多的企业已经认识到这一点。这种自主性行为在西方文化背景下被定义为组织公民行为,由于文化背景的差异,在中国,这种自主性的行为被重新定义为组织主人翁氛围。组织主人翁氛围概念对中国管理实践与理论有着重要的意义,而要让它在管理理论与实践中发挥更大作用的前提是保证有一个有效的测量量表。基于此,本文通过定量研究方法对组织主人翁氛围测量量表的有效性进行验证,为今后开展组织主人翁氛围相关研究奠定基础。
论文主要工作:(1)文献回顾。作者首先对西方文化背景下的组织公民行为相关研究进行了回顾,包括定义、结构、维度及作用、跨文化研究;其次对中国文化背景下的组织公民行为进行回顾;最后对组织主人翁氛围概念的相关研究进行回顾,包括提出背景、定义、维度。(2)对组织主人翁氛围测量量表有效性的验证。以128家企业的1131份问卷调查数据为基础,每家企业采用1名管理者与6-10名普通员工配对的方式,得到有效配对数据128套;运用SPSS及rwg公式进行了信度分析,通过验证性因子分析进行了验证了组织主人翁氛围六维度结构;采用相关系数分析验证了组织主人翁氛围聚合效度与区分效度;采用结构方程模型验证了组织主人翁氛围的预测效度。
论文主要结论:(1)组织主人翁氛围测量量表具有很好的内部一致性信度与组内一致性信度;(2)组织主人翁氛围具有六维度结构,分别为敬业奉献、学习进取、帮助他人、人际和谐、忠诚正直、顾全大局。(3)组织主人翁氛围具有良好的区分效度,且对组织有效性、组织创新氛围存在显著的预测作用,因此,企业可以通过提高组织内主人翁氛围进而提高组织有效性以及组织创新氛围。
As the development of knowledge economy, organizations need to respond quickly to the complicated and rapidly-changing external environment. Under this situation, organizations need to rely on more discretionary actions of employees to create competitive forces. This discretionary action is called organizational citizenship behavior (OCB) under Western culture, and because of different culture context, it is called organizational ownership climate (OOC) in China, which has lots of significance to management theory and practice. Making organizational ownership climate to play a more important role in management, we need to have a validity scale. As a result, this study tries to test the validation of existing scale of organizational ownership climate, hoping to provide a valid tool for the related research of OOC.
The main work of this study: (1) Literature review, including related research about OCB and OOC. (2) Empirical research. Gathering data from 1131 employees of 128 organizations, we tested the validation of organizational ownership climate scale. Using SPSS and rwg formula, we tested the responsibility of the scale, using confirmatory factor analysis to test the six dimensions structure of OOC, using correlation analysis to confirm the convergent validity and discrimination validity of OOC, using structural equation model to test predictive validity of OOC.
The main conclusions of the study: (1) Organizational ownership climate has good internal consistency and with-in group consistency. (2) Organizational ownership climate consists of six dimensions: learning and enterprising, dedicating to work, helping others, interpersonal harmony, loyalty and integrity, considering the interests of the whole. (3) OOC has good discrimination validity, and it has significant predictive effect for organizational performance and organizational innovative climate. Organizations can improve performance and organizational innovative climate through creating OOC.
论文主要工作:(1)文献回顾。作者首先对西方文化背景下的组织公民行为相关研究进行了回顾,包括定义、结构、维度及作用、跨文化研究;其次对中国文化背景下的组织公民行为进行回顾;最后对组织主人翁氛围概念的相关研究进行回顾,包括提出背景、定义、维度。(2)对组织主人翁氛围测量量表有效性的验证。以128家企业的1131份问卷调查数据为基础,每家企业采用1名管理者与6-10名普通员工配对的方式,得到有效配对数据128套;运用SPSS及rwg公式进行了信度分析,通过验证性因子分析进行了验证了组织主人翁氛围六维度结构;采用相关系数分析验证了组织主人翁氛围聚合效度与区分效度;采用结构方程模型验证了组织主人翁氛围的预测效度。
论文主要结论:(1)组织主人翁氛围测量量表具有很好的内部一致性信度与组内一致性信度;(2)组织主人翁氛围具有六维度结构,分别为敬业奉献、学习进取、帮助他人、人际和谐、忠诚正直、顾全大局。(3)组织主人翁氛围具有良好的区分效度,且对组织有效性、组织创新氛围存在显著的预测作用,因此,企业可以通过提高组织内主人翁氛围进而提高组织有效性以及组织创新氛围。
As the development of knowledge economy, organizations need to respond quickly to the complicated and rapidly-changing external environment. Under this situation, organizations need to rely on more discretionary actions of employees to create competitive forces. This discretionary action is called organizational citizenship behavior (OCB) under Western culture, and because of different culture context, it is called organizational ownership climate (OOC) in China, which has lots of significance to management theory and practice. Making organizational ownership climate to play a more important role in management, we need to have a validity scale. As a result, this study tries to test the validation of existing scale of organizational ownership climate, hoping to provide a valid tool for the related research of OOC.
The main work of this study: (1) Literature review, including related research about OCB and OOC. (2) Empirical research. Gathering data from 1131 employees of 128 organizations, we tested the validation of organizational ownership climate scale. Using SPSS and rwg formula, we tested the responsibility of the scale, using confirmatory factor analysis to test the six dimensions structure of OOC, using correlation analysis to confirm the convergent validity and discrimination validity of OOC, using structural equation model to test predictive validity of OOC.
The main conclusions of the study: (1) Organizational ownership climate has good internal consistency and with-in group consistency. (2) Organizational ownership climate consists of six dimensions: learning and enterprising, dedicating to work, helping others, interpersonal harmony, loyalty and integrity, considering the interests of the whole. (3) OOC has good discrimination validity, and it has significant predictive effect for organizational performance and organizational innovative climate. Organizations can improve performance and organizational innovative climate through creating OOC.
引文
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[4] Chen, X.P.L.S., Group citizenship behaviour: Conceptualization and preliminary tests of its antecedents and consequences. Academy of Management Best Papers Proceedings, 2002.
[5] Chen, X.P., C. Hui and D.J. Sego, The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypotheses. Journal of Applied Psychology, 1998. 83: p. 922-931.
[6] Chiu, S.F. and W.C. Tsai, The linkage between profit sharing and organizational citizenship behaviour. The International Journal of Human Resource Management, 2007. 18(6): p. 1098-1115.
[7] Coyne, I. and T. Ong, Organizational citizenship behaviour and turnover intention: a cross-cultural study. The International Journal of Human Resource Management, 2007. 18(6): p. 1085-1097.
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[12] Farh, J.L., P.C. Earley and S.C. Lin, Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society. Administrative Science Quarterly,1997. 42(3).
[13] Farh, J.L., C.B. Zhong and D.W. Organ, Organizational citizenship behavior in the People's Republic of China. Organization Science, 2004: p. 241-253.
[14] George, J.M. and A.P. Brief, Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship. Psychological Bulletin, 1992. 112(2): p. 310-329.
[15] George, J.M. and G.R. Jones, Organizational spontaneity in context. Human Performance, 1997. 10(2): p. 153-170.
[16] Graham, J.W., An essay on organizational citizenship behavior. Employee Responsibilities and Rights Journal, 1991. 4(4): p. 249-270.
[17] Kalleberg, A.L., et al., Organizations in America: Analyzing their structures and human resource practices. 1996: Sage Pubns.
[18] Karambayya, R., Contexts for organizational citizenship behavior: Do high performing and satisfying units have better'citizens'. Unpublished working paper, York University, Toronto, Ontario, 1990.
[19] Katz, D. and R.L. Kahn, The social psychology of organizations. 1978, New York: Wiley.
[20] Koys, D.J., The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit-level, longitudinal study. Personnel Psychology, 2001. 54(1): p. 101-114.
[21] Lam, S., C. Hui and K.S. Law, Organizational citizenship behavior: Comparing perspectives of supervisors and subordinates across four international samples. Journal of Applied Psychology, 1999. 84(4): p. 594-601.
[22] LePine, J.A., A. Erez and D.E. Johnson, The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 2002. 87(1): p. 52-65.
[23] Nielsen, T.M., G.A. Hrivnak and M. Shaw, Organizational Citizenship Behavior and Performance: A Meta-Analysis of Group-Level Research. Small Group Research, 2009. 40(5): p. 555.
[24] Organ, D.W., Organizational citizenship behavior: The good soldier syndrome. 1988: Lexington books Lexington, MA.
[25] Organ, D.W. and M. Konovsky, Cognitive versus affective determinants of organizational citizenship behavior. Journal of applied psychology, 1989. 74(1): p. 157-164.
[26] Paine, J.B. and D.W. Organ, The Cultural Matrix of Organizational Citizenship Behavior:: Some Preliminary Conceptual and Empirical Observations. Human resource management review, 2000. 10(1): p. 45-59.
[27] Pascal, P., Assessing organizational citizenship behavior in the French context: Evidence forthe four-dimensional model. Journal of Psychology, 2009. 143(2): p. 133-46.
[28] Pearce, C.L. and P.A. Herbik, Citizenship behavior at the team level of analysis: the effects of team leadership, team commitment, perceived team support, and team size. The Journal of social psychology, 2004. 144(3): p. 293-310.
[29] Podsakoff, P.M., M. Ahearne and S.B. MacKenzie, Organizational citizenship behavior and the quantity and quality of work group performance. Journal of Applied Psychology, 1997. 82(2): p. 262-270.
[30] Podsakoff, P.M. and S.B. MacKenzie, Impact of organizational citizenship behavior on organizational performance: A review and suggestion for future research. Human Performance, 1997. 10(2): p. 133-151.
[31] Podsakoff, P.M., S.B. MacKenzie and W.H. Bommer, Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 1996. 22(2): p. 259.
[32] Podsakoff, P.M., et al., Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 2000. 26(3): p. 513.
[33] Posdakoff, P.M. and S.B. MacKenzie, Organizational citizenship behaviors and sales unit effectiveness. Journal of Marketing Research, 1994. 31(3): p. 351-363.
[34] Schnake, M.E. and M.P. Dumler, Levels of measurement and analysis issues in organizational citizenship behaviour research. Journal of Occupational and Organizational Psychology, 2003. 76(3): p. 283-301.
[35] Smith, C., D.W. Organ and J.P. Near, Organizational citizenship behavior: Its nature and antecedents. Journal of applied psychology, 1983. 68(4): p. 653-663.
[36] Snell, R.S. and Y.L. Wong, Differentiating good soldiers from good actors. JOURNAL OF MANAGEMENT STUDIES-OXFORD-, 2007. 44(6): p. 883.
[37] Sun, L., S. Aryee and K.S. Law, High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 2007. 50(3): p. 558.
[38] Wu, X. 2005. A Study of the Antecedents and Consequences of Organizational Citizenship Behavior in Knowledge Work Teams. Unpublished doctoral dissertation of Tsinghua University.
[39] Yen, H.R. and B.P. Niehoff, Organizational citizenship behaviors and organizational effectiveness: examining relationships in Taiwanese banks. Journal of Applied Social Psychology, 2006. 34(8): p. 1617-1637.
[40] Yoon, M.H. and J. Suh, Organizational citizenship behaviors and service quality as external effectiveness of contact employees. Journal of Business Research, 2003. 56(8): p. 597-611.
[41] Zhang, M.Y.B.L., Environmental uncertainty, organizational culture, learning and Performance: An empirical study in China. in Paper presented at the Annual Conference of Academy of Management (AoM).
[42]马文聪,朱桂龙and蒋峦,创新是组织公民行为影响绩效的中介变量吗?——基于高科技行业的实证研究.科学学研究, 2010(002): p. 307-315.
[43]马月婷.中国企业组织创新氛围及对个体创新行为的作用机制研究[博士学位论文].北京:清华大学经济管理学院,2009
[44]李效云与姜红玲,企业员工的组织公民行为研究.上海管理科学, 2002(004):第57-59页.
[45]唐翌,团队心理安全,组织公民行为和团队创新——个中介传导模型的实证分析.南开管理评论, 2005. 8(006): p. 24-29.
[46]王玉芹.组织文化类型、文化强度与组织绩效关系的研究[博士学位论文].北京:清华大学经济管理学院,2007
[47]吴志明,武欣,组织公民行为与人力资源管理的创新.商业研究, 2006(007): p. 105-108.
[48]吴志明and武欣,知识工作团队中组织公民行为对团队有效性的影响作用研究.科学学与科学技术管理, 2005. 26(008): p. 92-96.
[49]吴志明and武欣,变革型领导,组织公民行为与心理授权关系研究.管理科学学报, 2007. 10(005): p. 40-47.
[50]武欣, et al.,组织公民行为研.心理科学进展, 2005. 13(2): p. 211-218.
[51]馨元,公民概念之演变.当代法学, 2004.4:p:72-83.
[52]馨元,公民概念在我国的发展.法学, 2004(006) p:23-32.
[53]张德,企业文化建设. 2003:清华大学出版社.
[54]张小林and戚振江,组织公民行为理论及其应用研究.心理科学进展, 2001. 9(4).
[2] Borman, W.C. and S.J. Motowidlo, Expanding the criterion domain to include elements of contextual performance. Personnel selection in organizations, 1993. 71: p. 98.
[3] Burton, C.H., An empirical investigation of the interrelationships of organizational culture, managerial values, and organizational citizenship behaviors. unpublished EdD, The George Washington University, Washington, DC, 2003.
[4] Chen, X.P.L.S., Group citizenship behaviour: Conceptualization and preliminary tests of its antecedents and consequences. Academy of Management Best Papers Proceedings, 2002.
[5] Chen, X.P., C. Hui and D.J. Sego, The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypotheses. Journal of Applied Psychology, 1998. 83: p. 922-931.
[6] Chiu, S.F. and W.C. Tsai, The linkage between profit sharing and organizational citizenship behaviour. The International Journal of Human Resource Management, 2007. 18(6): p. 1098-1115.
[7] Coyne, I. and T. Ong, Organizational citizenship behaviour and turnover intention: a cross-cultural study. The International Journal of Human Resource Management, 2007. 18(6): p. 1085-1097.
[8] De Zhang, Yuqin Wang, Baiyin Yang(2009). An Investigation of Chinese Concept of Organizational Citizenship Behavior(OCB): Using Grounded Theory Research Approach. Top Ten Paper in the Annual Conference of Academy of Human Resource Development. American: Washington.
[9] Ehrhart, M.G. and S.E. Naumann, Organizational Citizenship Behavior in Work Groups: A Group Norms Approach. Journal of Applied Psychology, 2004. 89(6): p. 960-974.
[10] Ehrhart, M.G. and S.E. Naumann, Organizational Citizenship Behavior in Work Groups: A Group Norms Approach. Journal of Applied Psychology, 2004. 89(6): p. 960-974.
[11] Ensher, E.A., E.J. Grant-Vallone and S.I. Donaldson, Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances. Human Resource Development Quarterly, 2001. 12(1): p. 53-72.
[12] Farh, J.L., P.C. Earley and S.C. Lin, Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society. Administrative Science Quarterly,1997. 42(3).
[13] Farh, J.L., C.B. Zhong and D.W. Organ, Organizational citizenship behavior in the People's Republic of China. Organization Science, 2004: p. 241-253.
[14] George, J.M. and A.P. Brief, Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship. Psychological Bulletin, 1992. 112(2): p. 310-329.
[15] George, J.M. and G.R. Jones, Organizational spontaneity in context. Human Performance, 1997. 10(2): p. 153-170.
[16] Graham, J.W., An essay on organizational citizenship behavior. Employee Responsibilities and Rights Journal, 1991. 4(4): p. 249-270.
[17] Kalleberg, A.L., et al., Organizations in America: Analyzing their structures and human resource practices. 1996: Sage Pubns.
[18] Karambayya, R., Contexts for organizational citizenship behavior: Do high performing and satisfying units have better'citizens'. Unpublished working paper, York University, Toronto, Ontario, 1990.
[19] Katz, D. and R.L. Kahn, The social psychology of organizations. 1978, New York: Wiley.
[20] Koys, D.J., The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit-level, longitudinal study. Personnel Psychology, 2001. 54(1): p. 101-114.
[21] Lam, S., C. Hui and K.S. Law, Organizational citizenship behavior: Comparing perspectives of supervisors and subordinates across four international samples. Journal of Applied Psychology, 1999. 84(4): p. 594-601.
[22] LePine, J.A., A. Erez and D.E. Johnson, The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 2002. 87(1): p. 52-65.
[23] Nielsen, T.M., G.A. Hrivnak and M. Shaw, Organizational Citizenship Behavior and Performance: A Meta-Analysis of Group-Level Research. Small Group Research, 2009. 40(5): p. 555.
[24] Organ, D.W., Organizational citizenship behavior: The good soldier syndrome. 1988: Lexington books Lexington, MA.
[25] Organ, D.W. and M. Konovsky, Cognitive versus affective determinants of organizational citizenship behavior. Journal of applied psychology, 1989. 74(1): p. 157-164.
[26] Paine, J.B. and D.W. Organ, The Cultural Matrix of Organizational Citizenship Behavior:: Some Preliminary Conceptual and Empirical Observations. Human resource management review, 2000. 10(1): p. 45-59.
[27] Pascal, P., Assessing organizational citizenship behavior in the French context: Evidence forthe four-dimensional model. Journal of Psychology, 2009. 143(2): p. 133-46.
[28] Pearce, C.L. and P.A. Herbik, Citizenship behavior at the team level of analysis: the effects of team leadership, team commitment, perceived team support, and team size. The Journal of social psychology, 2004. 144(3): p. 293-310.
[29] Podsakoff, P.M., M. Ahearne and S.B. MacKenzie, Organizational citizenship behavior and the quantity and quality of work group performance. Journal of Applied Psychology, 1997. 82(2): p. 262-270.
[30] Podsakoff, P.M. and S.B. MacKenzie, Impact of organizational citizenship behavior on organizational performance: A review and suggestion for future research. Human Performance, 1997. 10(2): p. 133-151.
[31] Podsakoff, P.M., S.B. MacKenzie and W.H. Bommer, Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 1996. 22(2): p. 259.
[32] Podsakoff, P.M., et al., Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 2000. 26(3): p. 513.
[33] Posdakoff, P.M. and S.B. MacKenzie, Organizational citizenship behaviors and sales unit effectiveness. Journal of Marketing Research, 1994. 31(3): p. 351-363.
[34] Schnake, M.E. and M.P. Dumler, Levels of measurement and analysis issues in organizational citizenship behaviour research. Journal of Occupational and Organizational Psychology, 2003. 76(3): p. 283-301.
[35] Smith, C., D.W. Organ and J.P. Near, Organizational citizenship behavior: Its nature and antecedents. Journal of applied psychology, 1983. 68(4): p. 653-663.
[36] Snell, R.S. and Y.L. Wong, Differentiating good soldiers from good actors. JOURNAL OF MANAGEMENT STUDIES-OXFORD-, 2007. 44(6): p. 883.
[37] Sun, L., S. Aryee and K.S. Law, High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 2007. 50(3): p. 558.
[38] Wu, X. 2005. A Study of the Antecedents and Consequences of Organizational Citizenship Behavior in Knowledge Work Teams. Unpublished doctoral dissertation of Tsinghua University.
[39] Yen, H.R. and B.P. Niehoff, Organizational citizenship behaviors and organizational effectiveness: examining relationships in Taiwanese banks. Journal of Applied Social Psychology, 2006. 34(8): p. 1617-1637.
[40] Yoon, M.H. and J. Suh, Organizational citizenship behaviors and service quality as external effectiveness of contact employees. Journal of Business Research, 2003. 56(8): p. 597-611.
[41] Zhang, M.Y.B.L., Environmental uncertainty, organizational culture, learning and Performance: An empirical study in China. in Paper presented at the Annual Conference of Academy of Management (AoM).
[42]马文聪,朱桂龙and蒋峦,创新是组织公民行为影响绩效的中介变量吗?——基于高科技行业的实证研究.科学学研究, 2010(002): p. 307-315.
[43]马月婷.中国企业组织创新氛围及对个体创新行为的作用机制研究[博士学位论文].北京:清华大学经济管理学院,2009
[44]李效云与姜红玲,企业员工的组织公民行为研究.上海管理科学, 2002(004):第57-59页.
[45]唐翌,团队心理安全,组织公民行为和团队创新——个中介传导模型的实证分析.南开管理评论, 2005. 8(006): p. 24-29.
[46]王玉芹.组织文化类型、文化强度与组织绩效关系的研究[博士学位论文].北京:清华大学经济管理学院,2007
[47]吴志明,武欣,组织公民行为与人力资源管理的创新.商业研究, 2006(007): p. 105-108.
[48]吴志明and武欣,知识工作团队中组织公民行为对团队有效性的影响作用研究.科学学与科学技术管理, 2005. 26(008): p. 92-96.
[49]吴志明and武欣,变革型领导,组织公民行为与心理授权关系研究.管理科学学报, 2007. 10(005): p. 40-47.
[50]武欣, et al.,组织公民行为研.心理科学进展, 2005. 13(2): p. 211-218.
[51]馨元,公民概念之演变.当代法学, 2004.4:p:72-83.
[52]馨元,公民概念在我国的发展.法学, 2004(006) p:23-32.
[53]张德,企业文化建设. 2003:清华大学出版社.
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