員工工作績效的影響因素探討：華人社會文化脈絡與心理行為現象

The Impact Factors of Employee's Job Performance: Analysis of Chinese Social Culture Context and Psychological Behavior

謝琇玲(Hsiow-Ling Hsieh) ； 謝宜樺(I-Hua Hsieh)

《勞資關係論叢》 14卷2期 (2013/03) Pp. 1-22

摘要

近年來為了因應全球化，培養優秀人才需求大增，且如何使員工提昇其績效，一直是企業管理者所關心的問題；適此，工作績效頗受各產業重視，形成組織心理學的重要議題。雖然在相關研究當中都顯示出工作動機與工作績效有關聯性存在，然以往相關研究多半是以西方學者闡述的工作動機為基本，而不較像華人可能會關係需求或面子需求等因素所牽制。因此，探究在華人社會文化因素的面子與關係需求動機，究會如何影響員工的績效表現以符組織的期待，是為本研究重要動機。此外，一般研究忽略考慮個體本身心理因素—自我能力的強弱也會影響到其績效表現，鮮少從華人企業的社會文化系絡出發，探討不同的面子需求與關係需求下對工作績效的影響；此外，根據個人自我概念的心理行為因素下所產生的自我效能，三者彼此之間的關係及其影響，是為本研究核心動機所在。本研究對象是針對高雄地區及台南地區從事製造業之員工。研究方法採用問卷調查法，有效樣本為521份。經實徵分析後，本研究獲得以下研究結論：員工的面子需求動機越強烈，對其工作績效越有正面提升效果；員工的關係需求動機越殷切，對其工作績效越有正向影響；員工對自己效能主觀評估越高者，其在工作績效上越能有卓越表現；當自我效能愈高時，關係需求動機對工作績效的正向影響會減弱。

關鍵字

工作績效 ； 華人社會文化脈絡 ； 心理行為 ； 自我效能

並列摘要

In response to globalization and needs for cultivating talents, how to enhance employees' performance has been the concern of business managers in recent years. Accordingly job performance, popular to the attention of various industries, becomes an important issues for organizational psychology. Many relevant researches showed work motivation is related to job performance. However, most of them are elaborated by Western scholars, different from the factors out of relations needs or face needs Chinese people might have. In consequence, exploring how face and relation needs affect employees' performance to meet organizational expectation is an importance motivation to the study. In addition, general studies neglected to consider the factor of the individual. The strength of the individual abilities might affect their performance. Few researches, based on psychosocial context of Chinese enterprises, tried to explore the impacts of face and relation needs to job performance. Moreover, according to the psychological factor of self-efficacy, the relationship among them and its influence are the core motivation of the study. The objects of the study are the staff of manufacturing in Kaohsiung and Tainan. The study used questionnaires with 521 valid samples. Through empirical analysis, this study obtained the following conclusions: The more face motivation, the more positive effect on job performance. The more relationship needs, the more positive influence on job performance. The higher self-efficacy subjectively assessed, the higher job performance employees showed. The higher self-efficacy, the positive impact of relationship on job performance will decrease.

並列關鍵字

Job performance ； Chinese social culture context ； Psychological behavior ； Self-efficacy