员工参与、公共服务动机与组织绩效:一个新的验证模型

Employee involvement,public service motivation,and perceived organizational performance:testing a new model

关于员工参与影响组织绩效的机制,目前的研究有限。本文通过一个新的因果模型验证,深化了这一机制的研究。高参与工作体制理论框架是因果模型的基础。我们运用结构方程模型分析了中国公务员的样本数据,结果发现,员工参与实践对组织绩效的直接效应是正向的,在统计上显著。然而,经由工作满意度和组织认同调节的间接路径,在统计上并不显著。此外,我们还发现,公共服务动机对组织绩效具有正向的和直接的效应。相比工作认同和工作满意度,在激励公职人员聚焦组织目标、更加努力工作方面,公共服务动机的作用更为突出。

Limited research has been conducted to explore the mechanisms through which employee involvement affects organizational performance.This article furthers the research on the mechanisms by testing a new causal model based on the theoretical framework of high-involvement work systems.Based on data collected from a sample of civil servants in China,we used structural equation modeling to find that the direct effect of involvement practices on organizational performance is positive and statistically significant.However,the indirect path mediated by job satisfaction and organizational commitment are not statistically significant.In addition,we found that public service motivation exerts a positive and direct effect on organizational performance.PSM is more prominent than job commitment or satisfaction in motivating public employees to work towards organizational goals and to work harder.