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论文编号：	6050
作者编号：	1120090733
上传时间：	2013/12/13 13:01:42
中文题目：	员工前任职经历对其现任组织内工作绩效影响研究
英文题目：	The Influence of Employee’s Prior Work Experience and Prior Embeddedness on Job Performance in Recipient Organization
指导老师：	袁庆宏
中文关键字：	先前工作经验；先前相关技术知识；先前嵌入；资源获取渠道；工作绩效
英文关键字：	Prior work experience；Generic-relevant knowledge and skill；Prior embeddedness；Access to resource；Job performance
中文摘要：	伴随具有一定经验的专业人员在组织间流动可能性的加大，理解这类人员从其先前经历中究竟能给组织带来什么变得尤为重要，这也是对“个体-知识/资源-组织”间关系实质的探讨。在当前不确定环境下，技术变迁、信息技术发展以及员工与组织雇佣关系变迁，员工组织间流动性的加剧，使得关注流动了的关键技术人员及管理人员这类具有丰富经验的专业人员，作为“资深新入者”进入到新组织后，其个体属性（个体“所有”的知识）和社会属性（通过社会连带可以为其“所用”的知识、资源）的作用发挥机制具有重要的理论意义和实践意义。另外伴随高等教育的大众化，造成了拥有专业知识的人口基数迅速增加，相应的专业技术人员和管理人员也迅速增加，从宏观角度而言，对于这类人员的关注关系到雇用系统的变迁及教育系统的定位问题，而从微观视角而言，这类人员的流动带来了知识、资源的的迁移与流动。新经济环境下，对于专业人员组织间流动的作用机理的深入探索是非常必要的。已有研究中，对于组织间流动的员工作用机理的发挥，基于组织学习视角的研究者通常关注个体作为知识载体、知识资源占有者的角色在流动中所发挥的知识携带与迁移作用机制；而基于社会资本理论的研究则关注员工作为社会行动者、中间人角色所发挥的资源传递效应。前者忽视了个体作为社会角色从所建立的连带获取知识、资源进行利用或传递的“介质”效应，而后者则忽略了个体自身作为知识“源”的迁移扩散效应。在员工组织间流动情境下，从知识效应视角和网络效应视角进行多视角的整合研究，既考虑到个体的“源”效应，也考虑到其知识传递“介质”效应，方能更准确对组织间流动员工前工作经历对现工作绩效的影响效应加以解释。本研究阐释了员工先前经验的知识积累效应对任务绩效的影响机理，并对相关假设进行了实证检验。组织间流动的个体作为知识携带者和占有者，其先前的工作经验使得员工个体在通用的相关技术知识及原组织专用的组织知识方面得到积累。技术知识积累有助增加个体完成任务的熟练度，帮助他们做出适当决策，进而对其任务绩效产生促进作用。而原组织专用知识的积累则可能使得员工形成思维与行动惯性，强化员工个体的结构和认知模式，在进入新组织后，这种固有的、内化的知识使得员工对接收组织的制度规范、规则、合法性的认知方面产生偏移，未能够达成匹配，进而对任务绩效产生消极影响。本研究同样阐释了先前嵌入与连带的网络效应对工作绩效影响机理，并做了相关实证检验。作为社会行动者，个体在资源组织和接收组织间的流动，从社会网络视角而言可以看作在网络内或网络间的迁移，这种流动给行动者联结的两端（资源组织和接收组织）提供了建立联系，有助知识资源流通的渠道。行动者个体除了可以从其先前网络中获得自身工作所需的信息、知识等资源外，还可以作为原组织网络成员与现组织网络成员之间的知识、资源传递者。研究发现组织间流动的专业人员带来的知识效应和网络效应对于其在新组织的工作绩效都具有显著效应，综合考虑两个路径的影响效应可以更为准确的理解员工组织间流动带来的知识和资源效应。专业人员的先前同质性经验通过通用相关技术知识的积累效应能对迁移后的任务绩效产生促进效应。专业技术人员和管理人员的先前嵌入和连带都同资源获取正相关，但获得的资源的具体内容及作用路径是存在差异的。本研究的创新之处在于选择个体与组织知识交互建构视角，对于“个人-组织-资源”基本关系情境中凸显的重要现实问题进行了深层的回应；运用“属性-角色-效应”逻辑，从员工个体属性与社会属性的双重特征出发，对应员工的知识携带者与网络行动者角色，构建个体前期工作经历对现职工作绩效影响机理的研究模型，为该领域后续研究提供了具有开创意义的分析框架；综合考虑知识迁移路径及先前网络路径效应，细致分析了先前工作经历不同方面的影响效应，对具体效应进行实证检验，克服已有研究的片面性，提供更切合实际的研究结论。研究对员工流动理论、组织学习理论及社会资本理论具有补充意义及对组织雇佣策略、离职员工管理策略及员工个体职业成功具有一定的实践指导意义。本研究的研究内容共包括六章，第一章绪论部分对本研究的研究背景、问题界定、研究意义、研究方法以及技术路线进行了介绍。第二章文献综述部分，从员工组织间流动研究、工作经验与工作绩效关系研究、不同视角下员工组织间流动的影响效应研究进行梳理评介，为整个研究提供了研究基础及理论支撑。第三章为理论模型及研究设计部分，通过对雇佣关系变迁环境下的研究对象选择，组织间流动中的员工属性及角色特征，从知识积累效应和网络效应两个路径，构建了本研究的理论模型。本部分还针对提出的理论框架进行了相应的实证研究设计，给出了研究相应使用的统计分析技术及调研样本的描述统计信息。第四章从知识积累效应视角，对“先前经验—知识积累—任务绩效”的模型框架进行了实证检验。第五章从网络效应视角，对“先前嵌入/连带—资源获取渠道—工作绩效”的模型框架进行了实证检验,并对研究的整体模型进行了检验。第六章为研究的结论、启示及未来研究方向，总结了研究的主要发现及相关贡献和局限性，并对未来的相关研究方向进行了展望。
英文摘要：	As experienced professional employees mobility more frequently，it is increasingly important to understand what they carry from their prior work experience that affects their performance in a new organizational context．That’s also a discussion of “individual-knowledge/resource-organization”relationship nature.Within the changes of technology，information technology in an era of economic uncertainty，there is a persistent decline in the average duration of employment relationships．Those changes have manifested as a particularly strong increase in employees’ inter-firm mobility，that implies researchers to pay more attention on veteran newcomers——those inflow experienced professional workers，to explore the influence mechanism of their personal attributes (self-knowledge) and social attributes (social embeddedness and social tie) to work performance in the recipient firm．With the forwardness of higher education popularization，the knowledge workers populations are rapidly increasing．In a macro perspective the consideration of professional workers mobility is connected with ongoing changes to employment relations systems and reforming higher educational system．In a micro perspective the employee mobility caused a knowledge and resource transfer and spillovers．As mentioned above，It’s quite necessary to explore the mechanism of those professional employees’ inter-firm mobility in the new economy environment． One main stream comprises studies that have explored the employee inter-firm mobility mechanism from organizational learning perspective．Typically，these studies is closely linked to contextual，and put emphasis on the knowledge transfer and spillover mechanism for focus individual as knowledge and resource carrier．While another stream is research that has concentrated on examining the access to resource with social structures mechanism by mobility employees as social actors in the job hopping based on social capital theory．This research was motivated by an integration of two lines of research in extant organization theory．The implication is that organization research that concentrates on either access to resources or accumulated of knowledge，but not both，is likely to be incomplete when employee inter-firm mobility being studied． Research have explained the influence mechanism of prior experience on knowledge accumulated and on task performance，and underlying assumptions are empirically tested．As knowledge carriers and possession，the inter-firm mobility employees’ prior related experience will enhance job performance through knowledge and skill accumulation．The accumulation of general technical knowledge helps to increase individual task proficiency，or helps them make right decisions．And the accumulation of resource organizational specific knowledge Habits, routines, and scripts that contribute to performance in one organizational context may detract from performance in a different organizational context．Related work experience could have a negative effect　on performance through institutional mechanisms (i.e.，norms) or cognitive mechanisms (i.e.，schemas and scripts) that lead to rigidities in behavior or thinking． Research also illustrated the prior embeddedness and tie positive，indirect impact mechanism on job performance through its effect on access to resource．As social actors，the employee flow between resource firm and recipient firm，provides linkages to access to knowledge and resources．The mobility employee can be a receiver to obtain required information, knowledge and other resources, but also can be a broker to deliver accessed knowledge, resources to others． The job hopping professionals bring knowledge and network efficiency impact on their job performance in the recipient firm．Both contain cross-organizational resource access and knowledge transfer could provide a more complete account of benefits the recipient firm could obtain by external hiring．Professionals’ prior related experience will have a positive, indirect effect on job performance through its effect on generic homogeneity knowledge and skill accumulative．The prior embeddedness and tie have a positive effect on access to resource，while the content and impact path were different between profession technical worker and management worker． The innovations of the study are showed as follows. Firstly，this research choose a perspective of individual and organizational knowledge construction，respond to important practical issues in the context of “individual-resource-organization” relationship．Secondly，based on the logic of “attributes-role-effect”，from the dual characteristics of individual attributes and social attributes of mobility employees’ ，this research supply an analytical framework for future research．Thirdly，both contain knowledge transfer and network effects could provide a more realistic conclusion．The theoretical implications of the study is that it provides complementary to employee mobility theory，organizational learning theory，and social capital theory．And the practical implications of this study is that it provide suggestions to employment strategy，ex-employee management strategy and individual career success. This dissertation includes six chapters．In chapter one，the objects and research questions are made out，the theoretical values and practical significance are explained, some key concepts are interpreted, the methodology is illuminated，and the innovations are also concluded．As research foundation，the second chapter reviews the literature of employee mobility, experience and work performance，and effects of employee inter-firm mobility．Chapter three illustrates the theoretical development and puts forward the analytical framework of this dissertation．Chapter four and five are the two parts of empirical study，which explores the relationship between prior experience, knowledge accumulate，and task performance，prior embededdness and tie，access to resource，and work performance respectively．Chapter six summarizes previous study conclusions and explains the study’s contribution points in theory and practice aspects, and analyzes the deficiency of this paper，gives the directions and prospect of the future research around the dissertation issue．
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