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使命导向组织的利社会动机与工作绩效之中介机制探讨

【中文摘要】:近年来,大众对于人类福祉与社会责任的关注不断提升,因而让使命导向组织的相关议题逐渐引发讨论。过去研究已证实在使命导向组织中,成员的利社会动机能为其工作绩效带来正向的影响,然而其中的中介机制仍未受到充分探究。本研究认为,具有利社会动机之个人能在使命导向组织中实现其造福社会的理想,因而感知到较高的使命感,并进一步透过对工作的认同,产生较高的工作投入,最后达成高工作绩效。故本研究以组织成员使命感与工作投入为中介变项,探讨利社会动机与工作绩效之间的中介历程。本研究蒐集来自37个不同组织、共420位组织成员的资料,并以多因子序列式中介模型进行假设验证。
研究结果显示,利社会动机会分别透过使命感与工作投入正向影响工作绩效;除此之外,利社会动机会经由使命感提升工作投入,进而反映在其辅助性绩效上。本研究根据结果提出管理意涵如下:1. 藉由甄选工具来确保组织成员具有高利社会动机与使命感与 2. 加强组织成员的使命感与工作投入,以达成高工作绩效。
【英文摘要】:Nowadays, mission-driven organizations are becoming more and more popular as increasing concerns about human welfare and social responsibility. Previous studies have suggested that individuals with prosocial motivation have better job performance in mission-driven organizations. However, the mediating mechanisms remain uncertain. This study proposes that prosocially motivated individuals can experience higher levels of sense of calling by making prosocial difference to reach self-achievement through mission-driven organizations. Furthermore they will achieve higher degrees of job involvement by identifying with their work, and eventually make better job performance. Hence, this study proposes individual’s sense of calling and job involvement as the mediators. The data was collected from 37 different organizations and 420 subjects, and tested by serial multiple mediation analysis.
The results show that prosocial motivation is positively related to job performance through calling or job involvement. Besides, prosocial motivation would partially influence an individual’s job involvement and subsequent contextual performance through sense of calling.
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  • 来源:中山大学;作者:欧咏萱
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