组织支持感对员工工作绩效的影响机制研究——基于自我概念视角

The Influencing Mechanism of Perceived Organizational Support on Employee Job Performances—From the Perspective of Self-Concept

摘要: 如何激励员工并提升工作绩效，一直是理论界和实践界关注的焦点，基于自我概念视角，通过339份企业员工的调研数据，探讨组织支持感对员工工作绩效的影响，并检验组织自尊和组织认同的中介作用，以及集体主义倾向的调节作用。研究结果表明：组织支持感与员工工作绩效正相关，组织自尊和组织认同同时在组织支持感与员工工作绩效的关系中起到了中介作用，集体主义倾向调节了组织支持感与组织自尊和组织认同之间的关系，即员工的集体主义倾向越高，组织支持感对其组织自尊和组织认同作用越弱。

Abstract: How to motivate employees and improve performance has always been the focus of theoretical and practical circles. Based on the perspective of self-concept, through the survey data of 339 enterprise employees, this paper discusses the impact of perceived organizational support on employees’ per-formance, and tests the mediating role of organization-based self-esteem and organizational identification, as well as the moderating role of collectivism. The results show that perceived organizational support is positively correlated with employees’ job performance. Organization-based self-esteem and organizational identification also play an intermediary role in the relationship be-tween perceived organizational support and employees’ job performance. Collectivism moderates the relationship between perceived organizational support, organization-based self-esteem and organizational identification, that is, the higher the employees’ collectivism, the weaker the effect of perceived organizational support on their organization-based self-esteem and organizational identification.