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论文编号：	6526
作者编号：	1120100798
上传时间：	2014/6/13 17:52:23
中文题目：	中国国有企业员工组织政治知觉对工作绩效的影响机制研究
英文题目：	A Research on the Effect Mechanism of Employee’Perceptions of Organizational Politics on Job Performanc in Chinses SOEs
指导老师：	崔勋
中文关键字：	组织政治知觉；角色内绩效；组织公民行为；工作自主性；自我监控；AMO理论模型；资源保存理论
英文关键字：	perceptions of organizational politics; in-role performance; organizational citizenship behavior; job autonomy; self-monitor; AMO theory model; conservation of resources theory
中文摘要：	组织中资源稀缺性和利益多重性之间的矛盾不可避免，人们总是会为获取稀缺资源而相互竞争，组织政治行为也就普遍存在。国外学者对组织政治的研究已开展了30多年，形成了积极、消极、中立三种视角，研究取向也从客观政治行为转为主观政治知觉。 组织政治知觉作为成员对周围同事和上司自利行为发生程度的主观评价，已被证明会对员工态度和行为产生重要影响。关于组织政治知觉与工作绩效之间的关系，多数学者基于社会交换理论、工作压力理论得出了负向的结论。然而，对中国国有企业的现实观察却发现：国企中高组织政治知觉与高组织公民行为并存。这有悖于既有研究结果，也是既有研究的分析逻辑所不能解释的。鉴于此，本研究基于中国国有企业情境，对员工组织政治知觉与工作绩效的关系展开了研究，旨在探明国企员工的组织政治知觉对工作绩效的影响及机制，找出产生这种影响差异的企业、社会、文化方面的深层次原因。研究成果不仅有助于完善组织政治知觉领域的相关研究、拓展研究思路、丰富研究成果，为本土化和跨文化研究提供基础，还有助于找出国企管理低效的原因，为推动国企的优化与转型，乃至中国民主化进程提供微观依据。 本研究遵循从一般到特殊的解析思路，以历史演化的分析视角，采用理论建构与实证分析相结合的研究方法来对国有企业员工组织政治知觉与工作绩效的关系问题展开研究。首先，通过相关文献的梳理与回顾，找出了既有研究的不足。然后，基于研究不足，选择AMO理论框架作为理论依据，建构了组织政治知觉与工作绩效关系的一般构型。接着，对中国传统官僚政治文化、人情社会和国有企业的三重情境特性进行深入剖析，挖掘了影响中国员工组织政治知觉及反应的深层机理。继而，基于一般构型及情境特性的分析，本研究提出了研究模型与研究假设。鉴于工作自主性反映了员工在工作中的自决程度，是机会型要素的有力代表；自我监控反映了个体对环境的敏感性及行为调适的能力，是能力型要素的有力代表，本研究构建了组织政治知觉对工作绩效影响的主效应、自我监控与工作自主性的双重调节效应、不同工作绩效维度间的交互效应模型，并基于资源保存理论框架，提出了相应研究假设。其后，据此展开了实证研究，包括实证设计、假设检验与结果讨论。 通过来自于大型国有或国有控股企业的1224份数据，基于结构方程建模技术，运用SPSS、LISREL、MPLUS分析软件，得出了如下研究结果：不同维度的组织政治知觉对不同维度的工作绩效存在不尽相同的直接影响；员工的组织政治知觉与工作绩效之间的关系受自我监控和工作自主性的交互调节，其中自我监控的作用优先于工作自主性；组织公民行为与角色内绩效之间存在倒U型关系。研究表明中组织政治知觉对员工工作绩效的影响存在跨文化差异，国企员工的组织政治知觉对绩效既会产生积极影响，又会产生消极影响；国企的薪酬和晋升政策、工作设计等管理措施是导致员工过于重视组织公民行为而忽视本职工作的原因。 本研究的创新主要体现在：借鉴AMO理论模型提出了组织政治知觉与工作绩效的关系构型；对不同维度的组织政治知觉和工作绩效关系进行了区辨性分析；采取中立视角展开研究；利用MPLUS分析软件间接实现了对工作自主性和自我监控的3-way调节效应检验。但在研究设计、问卷设计、变量选择及分析技术和理论建构上仍存在一定不足，需在后续研究中予以改进。最后，本研究提出组织政治行为的构型研究、组织政治概念的本土化研究、跨情境的比较研究、多重中间机制的考察、增加国企身份向度的考察、组织政治知觉及其影响演变的追踪研究都是未来值得探讨的议题。
英文摘要：	Conflict between resource scarcity and multiple parties’ interests is inevitable, and people always compete with each other for scarce resource in organizations. In this sense, organization political behaviors are widespread. Foreign scholars have already researched organization politics more than 30 years, which involve positive, negative and neutral perspectives. And the research orientation has shifted from objective political behavior to subjective political perception. As for relationship between organization political perception and work performance, most scholars get negative conclusions from social exchange theory and work pressure theory perspective. However, the realistic observation of Chinese State-owned enterprise points out, high political perception and high organizational citizenship behavior may coexist in state-owned enterprise. Contrary to existing study finding, this phenomenon can not be explained by existing research logic. Accordingly, based on Chinese State-owned enterprise context, the study pays attention to relations between employee organization political perception and work performance and aims to demonstrate related process mechanism and explores business, society, culture reasons of the influence differences. Research results may improve related researches in the field of organization political perception, extend research approaches and results, as well as make foundation to localization and cross-culture studies. In addition, it also assists to find out the reasons of low efficiency problems, promotes optimization and transformation of state-owned enterprise as well as provides micro-basis for Chinese democratization process. The study follows from general to particular analysis approach, takes historical evolution perspective, and utilizes theory construction and empirical methods to analyze relationship between political perception and job performance. Firstly, the paper reviews related literature and discovers limitations of existing researches. Based on inadequate research, it takes AMO theoretical framework as theory foundation, and builds general configuration of organization political perception and job performance. Secondly, it does in-depth analysis to Chinese traditional bureaucratic political culture, relationship society and SOE and finally gets the deep mechanism of Chinese employee organization political perception and reaction. Thirdly, grounded on general configuration and context characteristic analysis, the study proposes research model and related hypotheses. Work autonomy reflects self-determination extent and becomes strong representative for opportunity components; while self-monitoring reflects individual’s sensitivity and adaptability for environment and becomes representative for capability components. Then, the research builds research model involving main effect between organization political perception and job performance, dual-interaction effect between self-monitoring and work autonomy, and interactive effect among different job performance dimensions. Moreover, it takes the basis of conservation of resource theory, and proposes related research hypotheses. Finally, it does empirical research, including empirical design, hypothesis testing and results. Through 1224 survey data from large size State-owned enterprise, the study utilizes SPSS, LISREL and MPLUS software, and gets conclusion as follows: various dimensions of organization political perception exert different direct effects on various dimensions of job performance; the relationship between organization political perception and job performance has been moderated by self-monitoring and work autonomy, and self-monitoring has stronger effect; organization citizenship behavior and in-role performance have inverted U-shape relationship. Furthermore, the study finds out, organization political perception has both positive and negative impact on employee performance. State-owned enterprise’ compensation and promotion policy and job design lead to employee over focus OCB instead of in-role performance. The innovation mainly reflects as follows: drawing on AMO theoretical model to propose relationship configuration between organization political perception and job performance. The study also analyzes different dimensions of organization political perception and job performance and takes neutral perspective to continue research. Moreover, it examines 3-way interactive effect testing between job autonomy and self-monitoring by MPLUS software. On the opposite side, the study has many limitations from research design, questionnaire design, variable selection, analysis technique selection, theory construction aspects which should be improved in the future. In the meanwhile, the researches on organization political behavior configuration, localization of organization politics concept, cross-context comparison analysis, multiple mediating mechanism, state-owned enterprise status, longitudinal study of organization political perception and impact evolution should be addressed in the future.
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