H烟草公司个人和组织价值观匹配对周边绩效的影响研究

发布时间：2018-12-24 14:08

【摘要】：在如今经济全球化发展的带领下,管理者对员工与企业文化融合的关注度提高到一个全新的高度,越来越多的企业面临着价值观匹配与绩效提升的管理挑战,如何协调个人价值观与企业文化的关系,如何实现个人价值观与企业价值观尽最大程度的匹配,成为越来越多管理者关注的重点。纵观个人和组织价值观匹配的相关研究,大多数研究成果都是来自西方,而这些研究也较多集中在工作满意度、组织公民行为上。同时,随着中国近年来翻天覆地的发展,员工和企业的价值观念发生了巨大的改变,而较之国外在价值观匹配上的研究,中国本土的研究相对较少和滞后。因此,本文选取以生产香烟这种饱受争议的烟草企业的员工为研究对象,探讨其个人和组织价值观匹配对周边绩效的影响,此研究不仅有理论上更在实践方面有重要意义。本文在以往研究的基础之上,从个人和组织价值观双角度入手,同时在个人价值观中考虑了个人基本价值观因素,提出了个人和组织价值观实现度的新视角,同时针对个人价值观与组织价值观在价值观匹配模型中的不同导向性,提出了个人和组织价值观四类模型,通过实证研究探讨了价值观匹配对员工周边绩效的影响,最终得出以下结论：第一,个人变项对价值观实现度及周边绩效有不同程度的影响。第二,个人和组织价值观无论从整体上还是从各维度上都对周边绩效及其两个维度有预测作用。其中工具性价值观、地位与独立、保守文化价值观对工作奉献有显著预测力；终极价值观、舒适与安全、保守文化价值观对人际促进有显著预测力；工具性价值观、舒适与安全、地位与独立、保守文化价值观对周边绩效有显著预测力。第三,烟草企业中存在价值观匹配的四种类型,而处于高契合匹配及低契合匹配的两级分化情况比较明显,当个人和组织价值观为个人导向匹配时,周边绩效效果最好,其次是高契合匹配,接着是低契合匹配,而最差的是组织导向匹配。
[Abstract]:With the development of economic globalization, managers pay more attention to the integration of employee and corporate culture to a new level. More and more enterprises are faced with management challenges of value matching and performance improvement. How to coordinate the relationship between personal values and corporate culture and how to achieve the maximum match between personal values and corporate values has become the focus of more and more managers. Looking at relevant studies on matching personal and organizational values, most of the results are from the West, and most of these studies focus on job satisfaction and organizational citizenship behavior. At the same time, with the earth-shaking development of China in recent years, the values of employees and enterprises have changed a lot. Therefore, this paper takes the employees of tobacco enterprises who produce cigarettes as the research object to explore the impact of the matching of personal and organizational values on the performance of the surrounding areas. This study is of great significance not only in theory but also in practice. On the basis of previous studies, this paper starts from the perspective of individual and organizational values, and at the same time considers the factors of individual basic values, and puts forward a new angle of view of the realization of individual and organizational values. At the same time, aiming at the different orientation of personal values and organizational values in the value matching model, this paper puts forward four kinds of models of personal and organizational values, and discusses the impact of value matching on employees' peripheral performance through empirical research. Finally, the following conclusions are drawn: first, personal variables have different effects on value realization and peripheral performance. Secondly, personal and organizational values can predict the peripheral performance and its two dimensions both from the whole and from each dimension. Among them, instrumental values, status and independence, conservative cultural values have significant predictive power to work dedication, ultimate values, comfort and security, conservative cultural values have significant predictive power to interpersonal promotion. Instrumental values, comfort and security, status and independence, conservative cultural values significantly predict peripheral performance. Third, there are four types of value matching in tobacco enterprises, and the differentiation between high fit matching and low fit matching is obvious. When personal and organizational values are personal oriented matching, peripheral performance is the best. The next is high fit matching, followed by low fit match, and the worst is organization oriented matching.
【学位授予单位】：武汉理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.89

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