价值观匹配的作用机制研究：基于自我概念理论的分析

Understanding the Motivational Mechanism of Value Congruence: A Self-concept Based Approach

当前对于价值观匹配作用机制的研究存在着不够系统、经验研究不足、以及过于关注社会作用机制的特点。本研究从自我概念理论出发,希望能够更完整的分析和理解价值观匹配的作用机制。本研究假设基于组织的自尊和组织认同这两种自我概念变量能够在控制对组织的信任这一社会作用机制的中介作用的同时,中介价值观匹配与工作满意度、组织承诺、以及工作倦怠的关系。研究发现,对组织的信任中介了价值观匹配对上述三种结果变量的作用,而基于组织的自尊和组织认同对价值观匹配作用的中介作用则因结果变量不同而不同。本研究讨论了上述发现在理解价值观匹配作用机制方面的理论意义,并指出了其在组织文化管理方面的实践意义。

Recognizing the ＂fragmented＂ , ＂speculative＂ , and ＂social＂ nature of the current theoretical explanations on the effect process of value congruence, we argued that a self-concept based theory can aid to understand the motivational mechanism of value congruence from a coherent theoretical perspective. We hypothesized that organizational based self esteem and organizational identity can mediate the relationships between value congruence and individual attitudinal outcomes, and this mediation is beyond the mediating effect of social mechanism such as trust in organization. The results showed that trust in organization was a consistent mediator, while for organizational based self esteem and organizational identity, the mediating effect is different for different outcomes. We discussed the findings in the theoretical context of explaining why value congruence works, and also discussed the implications for managers.