90后员工个人–组织价值观匹配与工作绩效的关系——基于内在动机视角

The Relationship between Personal-Organizational Values Matching and Work Performance of Post-90s Employees—Based on the Perspective of Intrinsic Motivation

摘要: 基于社会认同理论和自我决定理论，探讨了90后员工个人–组织价值观匹配与工作绩效间的关系。通过对269位90后员工的问卷进行统计分析，发现：90后员工个人–组织价值观匹配对关系绩效、任务绩效、创新绩效、学习绩效具有显著正向影响；内在动机在个人–组织价值观匹配与关系绩效、任务绩效、创新绩效、学习绩效间起着显著的中介作用。这拓宽了个人–组织价值观对工作绩效的作用机制的思路，丰富了90后员工工作绩效领域理论内容。

Abstract: Based on the social identity theory and self-determination theory, this article takes the post-90s employees as the research object and explores the relationship between personal-organizational value matching and job performance. Through a statistical analysis of the questionnaires of 269 post-90s employees, it is found that: Post-90s employees’ personal-organizational value matching has a significant positive impact on relationship performance, task performance, innovation performance, and learning performance; intrinsic motivation in the personal-organizational value matching and relationship performance, task performance, innovation performance, and learning performance plays a significant intermediary role. It broadens the thinking for the study of the mechanism of personal-organizational values on work performance, and enriches the theoretical content of the work performance field of post-90s employees.