个体与团队工作价值观差异对流动倾向与工作绩效的影响:员工敬业度的中介效应

The Effect of Value Gap between Individual and Team on Job Performance and Turnover Inclination: The Mediating Effect of Employee Engagement

本研究以某证券公司28个工作团队的148名员工为样本,考察了个体与团队工作价值观差异对流动倾向与工作绩效的影响机制。结果表明:价值观由尊重认可、胜任发展、舒适安全三个维度构成,员工敬业度由心理投入、意义获得两个维度构成;价值观的尊重认可差异、胜任发展差异显著负向影响工作绩效,心理投入起完全中介作用;价值观的尊重认可差异显著正向影响流动倾向,心理投入起到部分中介作用;价值观的舒适安全差异对工作绩效和流动倾向的作用并不显著。研究对组织中团队成员选拔、员工敬业度提升以及知识型员工自我职业生涯管理等方面具有一定的理论和实践意义。

This study explores the effects of the value gap between individual and team on their job performance and turnover inclination. Results showed three dimensions composed values （respect and recognition, comfort and safe, competency and development）, and two dimensions composed engagement （psychological involvement end available）; respect and recognition of the gap between individual end team values has positive effect on turnover inclination, and psychological safe partly mediates; Respect and recognition of the gap between individual and team values has negative effect on performance, and psychological safe fully mediates; Competency and development of the gap between individual and team values has negative effect on performance, and psychological safe fully mediates; The effects of comfort and safe of the gap between individual and team values is not significant; Values gap does not affect the psychological meaning and availability. This study has significant theoretical and practical significance on teem member selection in organizstians, employee engagement promotion and career management of knowledge workers themselves.