需求-供给契合对组织认同影响的差异性研究

发布时间：2018-07-21 12:51

【摘要】：以传统需求理论为基础,基于工作场所需求和组织供给契合的视角,探索性地将个体在工作场所中的需求划分为基础需求、情感需求、自主需求和成长需求4类,并以4类需求为切入点,选择12个城市的317个样本数据,运用多项式回归方法,采用3维响应面分析组织对每类需求的供给与个人需求之间契合程度对组织认同水平的影响。研究结果表明,1对于基础需求,当组织供给大于个人需求时,组织认同与需求-供给契合度负相关;当组织供给小于个人需求时,组织认同与需求-供给契合度正相关;当组织供给与个人需求完全契合时,个人需求强度越高,其组织认同感越高。2对于情感需求,当组织供给大于个人需求时,组织认同与需求-供给契合度负相关;当组织供给与个人需求完全契合时,个人需求强度越高,其组织认同感越高。3对于自主需求和成长需求,当组织供给与个人需求完全契合时,组织认同水平最高。研究结果不仅分析了需求-供给契合有效性的结构,而且从需求角度探讨不同群体组织认同的内在变化规律,为新生代员工差异化人力资源管理的实践提供理论借鉴和实际指导意义。
[Abstract]:Based on the traditional demand theory and the perspective of the fit of workplace demand and organizational supply, the individual needs in the workplace are divided into four categories: basic demand, emotional demand, autonomous demand and growth need. Taking 4 kinds of demand as the starting point, 317 sample data of 12 cities were selected, and the influence of the degree of the consistency between the supply and the individual demand on the level of organizational identity was analyzed by using the polynomial regression method and the three dimensional response surface. The results show that when the organizational supply is greater than the individual demand, the organizational identity is negatively correlated with the demand-supply fit, and when the organizational supply is less than the individual demand, the organizational identity is positively correlated with the demand-supply fit. When the organizational supply and the individual demand fully match, the higher the individual demand intensity, the higher the organizational identity. 2. For emotional demand, when the organizational supply is larger than the individual demand, the organizational identity is negatively correlated with the demand-supply fit. When the organizational supply and the individual demand are in complete agreement, the higher the individual demand intensity is, the higher the organizational identity is. 3. The higher the organizational identity is, the higher the organizational identity level is when the organizational supply and the personal demand are fully in line with each other. The results not only analyze the structure of demand-supply fit effectiveness, but also discuss the internal change law of different groups' organizational identity from the point of view of demand. It provides theoretical reference and practical guidance for the practice of differentiated human resource management of the new generation of employees.
【作者单位】：西安交通大学管理学院;西安交通大学过程控制与效率工程教育部重点实验室;
【基金】：高等学校博士学科点专项科研基金(20130201110020) 国家社会科学基金(10BGL002)~~
【分类号】：F272.92

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