职业成长与我国新生代员工周边绩效关系的实证研究

An Empirical Research on the Relationship Between Occupational Development and Contextual Performance of the Chinese New Generation Employees

周边绩效作为组织绩效的组成部分,虽不像任务绩效那样有非常具体的个体量化考核指标,但是由于对周边绩效的管理与重视,能够促进个体产生积极正向的行为,从而有利于个体任务绩效的实现与达成,因此周边绩效在员工的职业成长中有较为重要的作用.同时,由于新生代员工所处的时代特点和生活背景,使得他们与前辈们相比有较大的代际差别.新生代员工作为目前的劳动力市场主力军,其职业成长与周边绩效产生关联.实证研究表明:在职业成长所包含的因素中,能力的发展与周边绩效相关性最大,晋升速度、目标的进展与周边绩效相关性其次,报酬的增长与周边绩效相关性最小.应用回归模型,对周边绩效变异进行了共同解释,使实证结论的信效度达到了研究要求.研究结论为企业今后如何有效激励新生代员工提供了理论参考.

As the component of the organizational performance,unlike the task performance,contextual performance does not have very specific individual quantitative assessment indicators. However,the priority of the contextual performance management can promote the individuals to produce positive behaviors,which is conducive to the realization of the individual task performance and achievement,thus it still plays an important role in employees＇ career. Meanwhile,new generation employees have huge intergenerational differences with their seniors,due to the characteristics of their times and life backgrounds. As the chief component of the current labor forces,their career growths are linked with the organizational contextual performance. This empirical research shows that： among all the factors,the development of competency is most relevant to the contextual performance,and then is the promotion speed and the progress of the target,while the growth of payment has the least correlation with the contextual performance. The regression model carries out the co-interpretation of the contextual performance variance to meet the requirements of reliability and validity. The conclusion provides a theoretical reference for how to effectively motivate the new generation employees in the future.