双重动机视角下员工组织外部声望感与内部尊重感对组织认同的影响机制研究

Study on the Influence Mechanism of Employee’s Perceived External Prestige and Perceived Internal Respect on Organizational Identification from the Dual Motivations Perspective

基于认同过程模型,探讨了在自我提升动机与减少不确定动机的传导机制作用下,员工组织外部声望感与组织内部尊重感通过角色模糊对组织认同的影响过程,以及二者在此过程中的互补机制。研究结果表明:组织外部声望感与组织内部尊重感能在自我提升动机和组织“赋意”的作用下正向预测员工的组织认同,这丰富了群体卷入模型中关于组织认同形成机制的观点,支持了该模型在我国情境下的适用性;角色模糊负向影响组织认同,但组织能够借助员工积极自我评价来源的组织外部声望感与组织内部尊重感向员工“赋意”,通过减少角色模糊而促进组织认同;扩展了群体卷入模型,验证了组织外部声望感与组织内部尊重感对组织认同影响的补偿作用,即当一方缺乏时,另一方对组织认同的预测作用更强。

Based on the process model of identification,this study explores the influence process of employees’perceived external prestige(PEP)and perceived internal respect(PIR)on organizational identification(OI)through role ambiguity under the effect of the transmission mechanism of self-enhancement motivation and uncertainty reduction motivation.In addition,this study further discusses the complementary mechanism of PEP and PIR in the above mediating model.The results show that:①It supports and enriches theviewsof the formation mechanism of OI in the group engagement model.That is,PEP and PIR,which are the sources of employees’self-worth and status,are able to predict OI under the function of self-enhancement motivation and“sensegiving”by organization in Chinese circumstances.②Role ambiguity has a negative impact on OI.However,PEP and PIR,which are sources of positive self-evaluation,can be used as a means of“sensegiving”by organization to reduce role ambiguity and then promote OI.③PEP and PIR have complementary effect on OI which extends the existing views of the group engagement model:that is,when one lack,the other will have a stronger predictive effect on OI.