跨地域組織文化對任務績效、組織公民行為之影響 — 國家文化價值觀與個人-組織適配為調節變項

近年來全球化及國際區域性組織之成立發展迅速，跨國企業也面臨著前所未有的艱困挑戰，跨文化議題成為重要的研究方向之一。本研究以台灣、中國及越南的企業員工為對象，探討組織文化對於個人任務績效及組織公民行為之影響，以及文化價值觀、個人-組織適配對於上述關係之調節效果。此外，本研究並分析不同地域(台灣/中國/越南)間國家文化價值觀、組織文化、任務績效及組織公民行為之差異。本研究採問卷調查法，以便利抽樣方式，共回收733份有效問卷。研究發現，除了官僚文化會負向影響組織公益行為外，組織文化各構面會正向影響個人任務績效及組織公民行為。國家文化價值觀中，集體主體文化會負向顯著調節官僚文化對於任務績效及組織公益的影響，不確定性規避及陽剛主義文化會負向顯著調節創新文化對於人際利他的影響，陽剛主義文化會負向顯著調節支持文化對於組織公益的影響。個人-組織適配會負向顯著調節官僚文化對任務績效的效果，相似性適配及需求-供給適配會調節官僚文化、支持文化對於組織公民行為的影響，需要-能力適配則會負向顯著調節官僚文化對組織公益行為的正向影響。海峽兩岸及越南的國家文化價值觀中，中國及台灣員工的集體主義文化顯著高於越南員工，中國員工的不確定性規避文化則高於台灣及越南員工。中國及台灣在官僚、創新及支持等組織文化構面，以及個人工作績效和組織公民行為上均顯著高於越南。本文以研究發現之實務管理意涵，給企業提出建議。

關鍵字

組織文化；組織公民行為；任務績效；國家文化價值觀；個人-組織適配

並列摘要

This study examines the influence of organizational culture on individual task performance and organizational citizenship behavior, as well as the moderating effects of individual culture values and Person-Organization fit on these relationships among employees in Taiwan, China, and Vietnam. In addition, this study analyzed the differences in individual culture values, organizational culture, task performance, and organizational citizenship behavior among different regions (Taiwan/China/Vietnam). A total of 733 valid questionnaires were collected by convenience sampling method. The study found that, except for bureaucratic culture, which negatively affects generalized compliance behavior, all dimensions of organizational culture positively affect individual task performance and organizational citizenship behavior. Within the individual culture values, collectivism reduces the influence of bureaucratic culture on task performance and generalized compliance behavior, uncertainty avoidance and masculinity reduce the influence of innovation culture on employee’s altruism behavior, and masculinity reduces the influence of supportive culture on generalized compliance behavior. Person-organization fit reduces the effect of bureaucratic culture on task performance, similarity fit and needs-supplies fit moderate the effect of bureaucratic culture and supportive culture on organizational citizenship behavior, and demands-abilities fit reduces the positive effect of bureaucratic culture on generalized compliance behavior. In the individual culture values of Taiwan, China and Vietnam, the collectivism of Chinese and Taiwanese employees is higher than Vietnamese employees, and the uncertainty avoidance of Chinese employees is higher than Taiwanese and Vietnamese employees. The organizational culture dimensions of bureaucracy, innovative and supportive, as well as individual performance and organizational citizenship behaviors are significantly higher in China and Taiwan than in Vietnam. This study discusses the practical management implications of the research findings and suggests future research recommendations.