知识型员工幸福感、组织公民行为与工作绩效的关系研究

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浙江财经学院硕士学位论文

摘要

为了提升作为企业发展至关重要的人力资源——知识型员工的绩效，必需关

注员工的组织公民行为。同时，对知识型员工的管理一直是企业内部管理的难题，

知识型员工较强的创造性、独立性与权利边界意识，增强了人力资本的管理难度。

相关研究都表明，组织公民行为与员工的主观感受有着十分密切的关系，在工作

中感到幸福的员工相较于感到不幸的员工而言可能会表现出更多积极有利的组

织公民行为，并且达到更高的工作绩效。为此，本文提出了知识型员工幸福感、

组织公民行为以及工作绩效这三个变量。详细分析了三者之间的关系，构建了

三者之间相互作用的模型。

本研究主要采用文献研究、问卷调查这两种方法。首先，通过阅读大量文献

得出，幸福感对工作绩效具有一定的预测作用，同时，组织公民行为与工作绩效

之间也存在一定的因果关系。其次，针对已有的研究成果，构建幸福感、组织公

民行为以及工作绩效这三者之间相互作用的模型。随后，编制问卷，预调查之后，

在杭州实地发放问卷。问卷回收，同时整理、收集数据，通过因子分析、相关分

析与回归分析等方法处理数据，进一步验证理论模型及研究假设，主要结论如下：

第一，幸福感中，生态的这个维度与工作绩效之间的关系并没有得到验证，

同时，幸福感下不同维度对任务绩效和周边绩效的影响并不一致。亲情、收入和

职业与工作绩效两个维度之间都被验证存在正相关的关系，可见员工的婚姻状

态、朋友关系、收入状况、家庭资产状况、工作状况、岗位适应、组织氛围、发

展机会都影响着自身在工作中的表现。健康问题，包括身体健康、心理健康以及

个性状况不可避免的会影响知识型员工对标准作业流程的熟悉程度、对完成工作

进度的控制等，从而对其任务绩效造成影响。

第二，除了生态这个维度，知识型员工幸福感的其他五个维度对组织公民行

为有显著的预测作用。知识型员工幸福感越强在实现自我价值和自我潜能的过程

中，会更多的表现出无私的角色外行为。另外，职业、社会状况与员工对认同与

维护组织之间有十分密切的关系。社会的公平、公正等现状从一定程度上会影响

员工如何看待所供职的企业，对企业的认同程度等。同时，良好的亲情、职业、

社会情况，能够使员工更倾向于把组织当成自己的家，认为自己有义务帮助身边

的同事，因此建设这三个方面有助于知识型员工协助同事，利于团队协助。亲情、

收入、职业影响知识型员工对工作的投入，对员工的敬业精神具有较高的预测性。

第三，组织公民行为对工作绩效有显著的积极影响。组织公民行为几乎每个

维度对任务绩效和周边绩效产生显著的正向促进作用，尤其是，组织公民行为对

浙江财经学院硕士学位论文

周边绩效的作用更强。此结论同已有的相关文献的研究结果较为吻合，组织公民

行为对工作绩效具有强大的预测作用，即他类似于工作绩效中的周边绩效。

第四，组织公民行为在知识型员工幸福感与工作绩效中间起部分中介的作

用。从实证分析部分，多个回归方程说明了组织公民行为下不同维度起到的不同

的中介作用。知识型员工幸福感对工作绩效有显著预测作用，加入组织公民行为

变量后，幸福感对工作绩效的影响仍然显著，但影响作用明显减小。

根据研究结论，并根据知识型员工的不同特征，对人力资源管理实践提出建

议：关注员工的身体健康，良好的健康状况有利于其更好的发挥自身的主观能动

性；注重员工的心理健康，让员工在工作中感受到更多的幸福，从而更好的表现

出积极的组织公民行为，实现工作绩效的提高；改善工作环境，尤其对知识型员

工来说，一个健康幽雅的工作环境，会激发其对事业的美好追求；重视组织公平，

做到内部薪酬和外部薪酬同时进行，制定公平有效的全面报酬体系；培育稳定的

企业文化，获得组织内更多成员的认同，使组织成员顺利融入组织、提升组织成

员积极工作、提高组织绩效；完善晋升机制，为员工提供扩展经验和晋升的机会，

确保员工对他们目前的岗位感到满意，降低员工流失率；招聘选拔幸福感较高的

员工，在工作中提升员工的幸福感；发掘知识型员工的创造力，将知识型员工的

才能发挥到极致。

关键词：知识型员工；幸福感；组织公民行为；工作绩效

浙江财经学院硕士学位论文

III

ABSTRACT

In order to enhance the performance of knowledge workers, it is necessary to

focus on organizational citizenship behavior. The management of knowledge workers

has been a problem of internal management. Strong creative, independence and the

right boundary awareness of knowledge workers enhance the management more

difficult. Related studies show that, Organizational citizenship behavior and the

subjective feelings of the employees have a very close relationship. Satisfied and

happy employees May exhibit more energetically favorable organizational citizenship

behavior and achieve higher performance. In this paper, three variables of Knowledge

works’ happiness, organizational citizenship behavior and job performance have been

set up. Analysis the relationships and build a model of the interactions between the

three.

The study applies two methods: the questionnaires survey and literature research.

First of all, through the literature study, Happiness has a certain prediction of job

performance. At the same time, the existence of a causal relationship between

organizational citizenship behavior and job performance.. Secondly, for the study of

the existing literature, build a interaction model of happiness, organizational

citizenship behavior and job performance. Conduct a questionnaire survey. Finally,

this study deals with the data collected by the factor analysis, correlation and

regression analysis to verify theoretical models and hypotheses. The conclusions are

as follows:

First, the sense of happiness, ecology and job performance are not related, at the

same time, The different dimensions of well-being have different influence on task

performance and peripheral performance. There exist a positive relationship between

the dimensions with family, income and occupation and the two dimensions of job

performance. Employee's marital status, friend relations, income status, the family

asset position, working conditions, job adaptation, organizational climate and

development opportunities all affect work performance. Health problems, including

physical health, mental health and personality status inevitably will affect knowledge

workers on familiarity of standard operating procedures, control of the progress of

work done, in turn affect their task performance.

Second, in addition to the ecological, the other five dimensions of the happiness

of knowledge worker have a significant predictor of organizational citizenship

浙江财经学院硕士学位论文

behavior. The more happiness staff in the process of self-worth and self-potential will

show a more selfless role behavior. In addition, occupation and social status have a

very close relationship to the recognition and maintenance organizations of employees.

Social fairness and justice will affect the employees’ views on their company. At the

same time, a good family, career and social circumstances can make the staff more

inclined to the organization as their home, and they will think they have an obligation

to help colleagues. Therefore, the construction of these three aspects will help

knowledge workers to assist colleagues, which will help the team to assist. Family,

income and occupation affect the input into the work of knowledge workers, and

which have a high predictability to the professionalism of the staff.

Third, organizational citizenship behavior is a significant positive effect on job

performance. Almost every dimension of organizational citizenship behavior has a

positive effect on task performance and peripheral performance. In particular, it can

be seen that the stronger performance of organizational citizenship behavior on the

surrounding. This conclusion is consistent with the findings of the existing literature:

organizational citizenship behavior is similar to the peripheral performance, which

has a high predictability to job performance.

Fourth, organizational citizenship behavior plays part of intermediary role

between knowledge workers happiness and job performance. From the empirical

analysis section, multiple regression equation describes different intermediary role

played by the different dimensions of organizational citizenship behavior. Knowledge

worker happiness has a significantly predict on the job performance. After added the

variable of organizational citizenship behavior, happiness on the job performance is

still significant, but the influence significantly reduced.

According to the conclusions and the different characteristics of knowledge

workers, suggestions of human resource management practices: concerned about the

health of the employees, good health is beneficial to the better play to their initiative;

focus on the mental health of employees, make staff feel more happiness at work to

better show positive organizational citizenship behavior and improve job performance;

improve the working environment, a healthy and elegant work environment ,will

stimulate its pursuit of a better career; attention to organizational justice, development

of fair and effective comprehensive reward system and achieve internal pay and

external pay at the same time; Foster a stable corporate culture, get more recognition

from the organization members, so that members smoothly integrate into the

浙江财经学院硕士学位论文

organization, improve organizational members actively work and improve

organizational performance; improve the mechanisms for promotion, provide

extended experience and promotion opportunities for employees, ensure that

employees are satisfied with their current positions and reduce staff turnover; recruit

and select happiness higher staff, to enhance the well-being of employees at work;

explore the creativity of knowledge workers, make knowledge workers play to the

extreme.

Key words：Knowledge workers; Happiness; Organizational citizenship behavior;

Work performance

浙江财经学院硕士学位论文

第一章绪论.........................................................1

第一节研究背景和问题提出 .......................................1

第二节研究目的和意义 ...........................................2

第三节研究的内容、范围与方法 ...................................3

第四节研究的流程与框架 .........................................4

第二章文献综述.....................................................6

第一节知识型员工的定义及特点 ...................................6

第二节幸福感的研究综述 .........................................8

第三节组织公民行为的研究综述 ..................................12

第四节工作绩效的研究综述 ......................................14

第五节文献总结 ................................................16

第三章模型构建....................................................17

第一节操作性变量定义及结构 ....................................17

第二节模型构建和研究假设 ......................................19

第四章问卷设计与数据收集..........................................22

第一节问卷设计 ................................................22

第二节数据收集 ................................................25

第五章实证分析....................................................27

第一节描述性统计分析 ..........................................27

第二节效度分析 ................................................28

第三节信度分析 ................................................32

第四节相关分析 ................................................33

第五节回归分析 ................................................36

第六节中介作用分析 ............................................44

第六章研究结论与启示..............................................50

第一节研究结论与讨论 ..........................................50

第二节管理建议 ................................................53

第三节研究局限与展望 ..........................................55

参考文献...........................................................57

附录一.............................................................62

调查问卷 .......................................................62

附录二.............................................................64

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摘要：

浙江财经学院硕士学位论文I摘要为了提升作为企业发展至关重要的人力资源——知识型员工的绩效，必需关注员工的组织公民行为。同时，对知识型员工的管理一直是企业内部管理的难题，知识型员工较强的创造性、独立性与权利边界意识，增强了人力资本的管理难度。相关研究都表明，组织公民行为与员工的主观感受有着十分密切的关系，在工作中感到幸福的员工相较于感到不幸的员工而言可能会表现出更多积极有利的组织公民行为，并且达到更高的工作绩效。为此，本文提出了知识型员工幸福感、组织公民行为以及工作绩效这三个变量。详细分析了三者之间的关系，构建了三者之间相互作用的模型。本研究主要采用文献研究、问卷调查这两种方法。首先，通过阅读大...

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