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论文编号：	3506
作者编号：	1120070757
上传时间：	2011/6/17 10:24:27
中文题目：	心理所有权在工作特征模型中的
英文题目：	The Study of the Mediating Effects of Psychological Ownership in the Job Characteristics Model
指导老师：	袁庆宏
中文关键字：	心理所有权 工作特征模型 中介作用 信度 效度
英文关键字：	Psychological Ownership; Job Characteristics Model; Mediation; Reliability; Validity
中文摘要：	当代中国工作场所中的工作性质正在不断发生改变；相应地，另一场变革也在工作设计领域中悄然兴起。如何在工作设计中做到扬长避短、去伪存真，就成为理论研究者与实践管理者的共同责任。在文献研究基础上，作者首先对几种主要工作设计理论、尤其是其中能较好体现工作扩大化和工作丰富化思想的工作特征模型（Hackman和Oldham，1975）理论进行了分析和讨论。接着，作者介绍了Pierce等提出的雇员心理所有权概念及其理论形成；依次从该概念的深层次动机、形成路径、量表开发过程、实证研究检验及其在中国情境下所引发的多项理论研究和实证探索做了分析和总结。然后，集中针对形成雇员心理所有权的控制路径，作者从工作场所中的控制、法定所有权与心理所有权的相互关系和影响，乃至是工作场所中控制权的变迁及雇员的自由意愿等展开了讨论；强调了雇员心理所有权在中国工作场所中对雇员态度和行为所能发挥的作用。 在Pierce等的既有理论假设基础之上，作者重新梳理了雇员心理所有权对精简工作特征模型所可能起到的核心中介作用；并加入了中国情境化因素，例如领导风格、雇员个人/集体主义倾向和企业产权与所有制性质等的影响，进而提出了一个中国情境下的拓展模型。接下来，作者利用问卷调查的形式对分布在多个城市中、具有高度多样性特征的中国雇员开展了实证研究。调查结果表明，雇员心理所有权能在工作控制、五个核心工作特征（技能多样性、任务同一性、任务重要性、自主权和反馈）和个人/集体主义倾向这些预测变量与雇员工作满意度、组织公民行为和离职意愿关系间起到完全或部分中介作用；同时还能在任务重要性与雇员组织承诺关系间起到部分中介作用。此外，雇员心理所有权尽管与工作沮丧、工作愤怒和抵制变革这些变量都是显著相关的，但却无法在上述预测变量与这些结果变量关系间起到任何中介作用。 为了再一次检验雇员心理所有权在工作特征模型中所可能起到的核心中介作用，同时也为了在中国情境下对当前两种主要心理所有权量表的心理测量学性质做出比较，作者又分别在一家总部位于北京的金融上市公司和另一家山东能源企业中开展了配对样本问卷调查并做了深度访谈和现场研究。相关调查结果表明，与先行研究中的发现相一致，雇员心理所有权在很大程度上可在工作控制、五个核心工作特征和个人/集体主义倾向这些预测变量与雇员工作满意度、组织公民行为和离职意愿关系间起到中介作用；并且，其中的一些中介作用还通过了Sobel显著性检验。 对于在先行研究与两次配对样本问卷调查中所显现出来的两种主要心理所有权量表的内部一致性信度、因子结构及其聚合效度和区分效度，作者也做了相应分析和讨论。可以肯定的是，Van Dyne和Pierce与Avey等分别独立开发的雇员心理所有权量表在中国情境下均具有较理想的内部一致性信度；但Van Dyne和Pierce所开发的量表更可能为双因子结构、而非在美国、澳大利亚和新西兰这些国家工作场所中测量时所表现出的单一因子结构。相应地，Avey等开发的高阶心理所有权量表中的自我同一性和自我效能感维度、乃至是责任和领地行为维度，都表现得比较清晰和完整。此外，作者认为也有必要在中国工作场所中区分两种不同对象的雇员心理所有权，即基于组织的与基于工作的心理所有权；而且在工作特征模型中，基于工作的心理所有权所能发挥的核心中介作用还要更强些。 最后，作者对在中国工作场所中开展雇员心理所有权相关研究所应注意或回避的事项、以及其未来研究方向，例如在工作团队中所可能发挥的作用等，也做了相应分析和讨论。
英文摘要：	Currently the entities of jobs in Chinese workplaces are changing gradually. Meanwhile, another change is emerging in the arena of work design. The point is how to confirm its strength, in addition to restrain its weakness by certain theorists and practicers in this domain. On the basis of literature review, the author first analyzed and discussed a few of work design theories, especially Hackman & Oldham’s Job Characteristics Model (1975) which could embody the ideas of work enlargement as well as work enrichment. Secondly, the author briefly introduced the concept and theory of psychological ownership from the perspectives of its motives, routes and measures, taking advantage of a lot of empirical and theoretical studies that are done overseas or domestically. Thirdly, considering the control route of psychological ownership, the author discussed the relationship and interaction among work control, legal ownership and psychological ownership, besides the changing nature of work control in workplaces all around the globe, in contrast with the free will of employees. As a result, these analyses induce the importance of psychological ownership which can influence the attitudinal and behavioral outcomes of the employees mentioned above. Following the reasoning of Pierce et al., the author carefully examined the mediating effects of psychological ownership in a more parsimonious job characteristics model, which includes leadership, individualism-collectivism, and the property of the enterprise and results in an extensive model in the Chinese context. Consequently, the author carried out a list of questionnaire surveys in several major cities in China, mainly focusing on the diversity of the sampling. The results show that psychological ownership of the employees can fully or partially mediate the relationship between predictors such as work control, five core job characteristics which consist of skill variety, task identity, task significance, autonomy and feedback, also individualism-collectivism and the outcome variables like job satisfaction, organizational citizenship behavior, or turnover intention, in addtition to the partially mediation between task significance and organizational commitment. Although they were all significantly correlated, psychological ownership can not mediate the relationship between the very predictors and the outcome variables such as frustration with work, work related irritation, and resistance to change. Again, for ratifying the key mediating effects of psychological ownership in the job characteristics model, besides comparing the psychometric attributes of two different popular scales of psychological ownership, the author implemented two separate dyadic questionnaire surveys in one public finance company which is headquartered in Beijing and another energy company located in the south of Shandong province. During the survey period, the author also interviewed the employees via a field study, especially in the energy company. Coincidently, the results show that psychological ownership can mediate the relationship between the predictors such as work control, five core job characteristics, and individualism-collectivism and the outcome variables including job satisfaction, organizational citizenship behavior and turnover intention of employees to a large extent. Noticeably, some of the mediating effects had sound Sobel test results which supported the significance of the mediation. Meanwhile, the author also analyzed and discussed the internal reliability, factor structure, and the convergent/discriminant validity of these two popular scales of psychological ownership. Generally speaking, both scales exemplified superior psychometric attributes, especially for the internal reliability. While specifically, the scale developed and sponsored by Van Dyne and Pierce (2004) is more possible a two-factor scale rather than a one-factor scale that had been revealed while measured in U.S.A., Australia, and New Zealand. In turn, the factor structure of the scale developed by Avey, Avolio, Crossley, and Luthans (2009) is almost identical to its original factor denomination, in the sequence of self identity, self efficacy, accountability and territoriality. As the results show, the author believes it is necessary to distinguish and study two types of psychological ownership aiming at different objects in Chinese workplaces. Not surprisingly, the mediating effects which are fulfilled by the job-based psychological ownership in the job characteristics model are much stronger than the organization-based one. Finally, but not the least, the author discussed the issues about future psychological ownership studies in Chinese workplaces, for instance, the coming surge of investigating collective psychological ownership within work teams in the near future.
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