员工文化价值观导向的代际差异及不同绩效控制下的匹配性研究

Research on Employees' Cultural Orientation: Intergenerational Differences and Fitness with Job Performance under Different Control Circumstances

在中国组织情境下,组织有一种内生的控制偏好,试图统一员工价值观。这与日益强调个性化、差异性以及多元化的社会趋势发生冲突。本文研究表明,员工文化导向分布存在显著的代际差异,但其本身对工作绩效的影响没有显著差异,关键在于是否与组织控制情境相匹配。在绩效控制程度高的组织情境下,垂直个人主义导向对工作绩效有正向的影响,而水平集体主义导向对工作绩效产生负向影响。同时,本文认为,在垂直集体主义导向占主导的组织背景下,应追求"和而不同",试图统一员工价值观徒劳无益。

Managers are frequently confronted with the issue of unifying employees＇ values. Under China＇s circumstances, the organization prefers to apply active control strategy in adjusting employees＇ culture-orientation. Adopting ANOVA and MANCOVA analysis, this study demonstrates that there are significant intergenerational differences in the distribution of employees＇ cultural orientation. However, different cultural orientations have no significantly different effects on job performance. The key lies in whether the employees＇ cultural-orientation match the organizational control circumstances or not. Further moderator effects testing indicates that in the high control circumstances VI exerts a positive effect on job performance, while HC a negative effect. Meanwhile, this paper finds that attempts to unify employees＇ value are futile under the organizational circumstance where VC plays a dominant role.