技术创新人员成就动机与心理契约的关系：领导成员交换的中介作用
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摘要
成就动机是影响一个人职业发展的重要问题,它关系到工作态度和工作积极性。员工的责任履行是组织很关心的问题,它直接影响着组织绩效。本研究以技术创新人员为研究对象,探讨成就动机对心理契约中责任履行的影响,同时考虑领导成员交换在其中是否起到了中介作用。在理清这些作用关系后,为管理实践提供理论依据。本研究首先通过文献分析,在前人研究的基础上建立了成就动机对员工心理契约影响的研究架构。其次,对无锡地区的301名技术创新人员进行问卷调查,最后,通过相关分析、回归分析等对研究假设进行检验,得到以下结论：
1.成就动机与心理契约的员工责任显著正相关,其中：追求成功动机与心理契约的员工责任显著正相关,回避失败的动机与心理契约的员工责任显著负相关。
2.成就动机与领导成员交换显著正相关,其中：追求成功动机与领导成员交换显著正相关,回避失败动机与领导成员交换显著负相关。
3.领导成员交换在成就动机和心理契约员工责任的关系中起部分中介作用。其中：在追求成功动机和心理契约员工责任的关系中起中介作用,在回避失败的动机和心理契约员工责任的关系中不起中介作用。
Achievement motivation is an important issue which affects people's career development. It relates with the attitude and enthusiasm of work. The fulfillment of employee's responsibility is an essential concern of an organization; it directly affects the achievement of an organization. The objects of this research are the people in the technology innovation industry. This study discusses the influence of achievement motivation to the fulfillment of responsibility in the psychological contract. At the same time, this study considers whether the Leader-member Exchange play a role of intermediation. This research provides the theoretical foundation to management practice after sorting out all the relationships and effect.
This Paper is divided into three parts:first, the literature research part summarized the theory of related field,and proposed a framework of how achievement motivation influenced employee obligation in psychological contract. Second,we took use of random sampling method, and surveyed 301 Techno-innovators in Wuxi. Last, we used correlation analysis and regression analysis to test and verify the model.As a result,we got conclusions as follow:
1. Achievement motivation is positively related to employee obligation in psychological contract.In which,the motive of success is positively related to employee obligation in psychological contract. The motive of avoiding the failure is negative related to employee obligation in psychological contract.
2. Achievement motivation is positively related to Leader-member exchange. In which, the motive of success is positively related to Leader-member exchange. The motive of avoiding the failure is positively related to Leader-member exchange.
3.Achievement motivation significantly influences psychological contract through Leader-Member Exchange.
1.成就动机与心理契约的员工责任显著正相关,其中：追求成功动机与心理契约的员工责任显著正相关,回避失败的动机与心理契约的员工责任显著负相关。
2.成就动机与领导成员交换显著正相关,其中：追求成功动机与领导成员交换显著正相关,回避失败动机与领导成员交换显著负相关。
3.领导成员交换在成就动机和心理契约员工责任的关系中起部分中介作用。其中：在追求成功动机和心理契约员工责任的关系中起中介作用,在回避失败的动机和心理契约员工责任的关系中不起中介作用。
Achievement motivation is an important issue which affects people's career development. It relates with the attitude and enthusiasm of work. The fulfillment of employee's responsibility is an essential concern of an organization; it directly affects the achievement of an organization. The objects of this research are the people in the technology innovation industry. This study discusses the influence of achievement motivation to the fulfillment of responsibility in the psychological contract. At the same time, this study considers whether the Leader-member Exchange play a role of intermediation. This research provides the theoretical foundation to management practice after sorting out all the relationships and effect.
This Paper is divided into three parts:first, the literature research part summarized the theory of related field,and proposed a framework of how achievement motivation influenced employee obligation in psychological contract. Second,we took use of random sampling method, and surveyed 301 Techno-innovators in Wuxi. Last, we used correlation analysis and regression analysis to test and verify the model.As a result,we got conclusions as follow:
1. Achievement motivation is positively related to employee obligation in psychological contract.In which,the motive of success is positively related to employee obligation in psychological contract. The motive of avoiding the failure is negative related to employee obligation in psychological contract.
2. Achievement motivation is positively related to Leader-member exchange. In which, the motive of success is positively related to Leader-member exchange. The motive of avoiding the failure is positively related to Leader-member exchange.
3.Achievement motivation significantly influences psychological contract through Leader-Member Exchange.
引文
[1]Atkinson, J.W.An Introduction to Motivation.Princeton, NJ:Van Nostrand,1964
[2]Atkinson, J.W.Motivational Determinants of Risk Taking Behavior. Psychology Review,1957,64:359-372
[3]Atkinson, J.W.Motives in Fantasy, Action, and Society.Princeton:D.Van Nostrand, 1958(b)
[4]Cassidy, T.&Lynn, R.A Multifactorial Approach To Achievement Motivation:the Development of A Comprehensive Measure.Jounral of Occupational Psychology, 1989,62(4):301-312
[5]Sagie, A. Assessing Achievement-Motivation-Construction and Application of A New Scale Using ELIZUR Multifaceted Approach.The Journal of Psychology, 1994,128(1):51-61
[6]Heggestad, E.D.&Kanfer, R.(2000).Individual Differences in Trait Motivation: Development of the Motivational Trait Questionnaire.Intemational Journal of Education Research,33:751-766
[7]Mick, D.G.&Faure, C.(1998).Consumer self-gitfs in achievement contexts:the role of outcomes,attributions,emotions,and deservingness.International Junral of Research in Marketing,15(2):293-307
[8]Dweek,C.S.(1986). Mtivational processes affecting learing.American Psychologist,41:1041-1048
[9]Dweek, C.S.&Leggett, E.L(1988).A social-congitive approach to motivation and personality, Psychology Review,95(2):256-273.
[10]Mento, A.J., Steel, R. P.&Karren, R.J.(1987).A meta-analytic study of the effects of goal setting on task performance:1966-1984.Organizational behavior and humand decision processes,39(1):52-83
[11]Archer, J.&Schevak, J.J.(1998).Enhancing sutdents', motivation to learn: Achievement goals in university classrooms.Eudcational Psychology,18(2):205-223.
[12]Archer, J.(1994).Achievement goals as a measure of motivation in university students. Contemporary Educational,19(4):430-446.
[13]Nicholls, J.G.(1984).Achievement motivation:Conceptions of ability,subjective experienee,task choice,and Performance.Psychologcal Review,91(3):328-346.
[14]Austin, J.T.&Klein, H.J.(1996).Work motivation and goal striving.In Murphy,K.R, (Ed)),Individual Differences and Behavior in Organizations(pp.209-257).San Francisco:Jossey-Bass Publishers.
[15]Ames,C.,&Archer,J.(1988).Achievement goals in the classroom:Students'learning strategies and motivation processes. Journal of Educational Psychology,80(2),260-267.
[16]Graen G B,Cashman C J.A role-making model of leadership in formal organizations:A developmental approach.In:H J G, L LL.Ed.Leadership frontiers.Kent State University Press:Kent,1975.143-166
[17]Campbell Donald J. The procative employee:Managing workplace initiative. Academy of Management Executive,2000,14(3):52-67
[18]Liden RC, Wayne SJ, Sparrowe RT. An examination of the mediating role of psychological empowerment on the relations between the job,interpersonal relations, and work outcomes. Journal of Applied Psychology,2000,85:407-416
[19]Graen GB, Uhl-Bien M. Relationship-based approach to leadership:Development of leader-member exchange (LMX) theory of leadership over 25 years-Applying a multi-level multi-domain perspective. Leadership Quarterly,1995,6:219-247
[20]Anderson N., Schalk R. The psychological contract in retrospect and prospect[J]. Journal of Organizational Behavior.1998,19:637-647
[21]Rousseau D M. New Hire Perceptions of Their Own and Their Employer's Obligations:A Study of Psychological Contract. Journal of Organizational Behavior. 1990,11:389-400
[22]Robinson S L. Trust and Breach of the Psychological Contract. Administrative Science Quarterly.1996,41:574-599
[23]Millward L J., Hopkins L J. Psychological Contracts, Organizational and Job Commitment. Journal of Applied Social Psychology.1998,28:1530-1556
[24]Shapiro J C., Kessler L. Consequences of the Psychological Contract for the Employment Relationship:A Large Scale Survey. Journal of Management Studies.2000, 37:903-930
[25]Thompson J.& Bunderson S., Violations of Principle:Ideological Currency In The Psychological Contract, Academy of Management Review,2003Vol.(28):571-585
[26]Kickul J,Lester S W.Broken promises:equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior.Journal of business and psychology,2001,16:191-217
[27]Porter L W,Pearce J L,Tripoli A M,Lewis K M.Differential perceptions of employers' inducements:Implications for psychological con tracts. Journal of organizational behavior,1998,19:769-782
[28]Morrison E., Robinson S. When Employees Feel Betrayed:A Model of How Psychological Contract Violation Develops. Academy of Management Review.1997, 22:226-261.
[29]Turnley W H., Feldman D C. A Discrepancy Model of Psychological Contract Violation. Human Resource Management Review.1999,9:367-386.
[30]Hung-Wen Lee, Ching-Hsiang Liu. The Relationship among a Achievement Motivation, Psychological Contract and Work Attitudes. Social Behavior and Personality, 2009,37(3),321-328
[1]叶仁敏,Hagtvet,K. A.成就动机的测量与分析.心理发展与教育,1992,(2)：14-16
[2]梁丽萍.成就动机研究的历史与现状.教育理论与实践,1996,(16)：32-36
[3]张兴贵.成就动机研究的回顾与展望.心理学(中国人民大学复印报刊资料),2000,(7),50-54.
[4]张德,赫文彦.关于成就动机的几个问题.心理科学,2001,24(1)：94-95.
[5]张林,黎兵,刘永兴.关于成就动机的研究综述.内蒙古民族大学学报(社会科学版),2003,(6)：77-81
[6]杜红.经理人员成就动机的结构、评价和机制研究.浙江大学博士论文,2001.
[7]叶奕乾、何存道、梁宁建.普通心理学.上海：华东师范大学出版社.2002：462-467.
[8]王沛、杨金花.大学生职业决策和自尊、成就动机的关系.心理发展与教育,2006(1)：52-57.
[9]郭泽芳.中学教师核心自我评价、成就动机与工作满意度的关系研究.河北师范大学硕士学位论文,2009.
[10]王宏.青岛市医生成就动机与责任心的相关研究,西南大学硕士论文,2009.
[11]周英.教师工作价值观、成就动机与工作投入的关系研究,江西师范大学硕士论文,2009.
[12]李原.企业员工的心理契约——概念、理论及实证研究,上海：复旦大学出版社,2004.
[13]陈加洲,凌文辁,方俐洛.组织中的心理契约.管理科学学报,2001,4：74-78
[14]李原.员工心理契约的结构及相关因素研究.首都师范大学博士论文,2002.
[15]陈加洲,凌文辁,方俐洛.雇员心理契约结构维度的探索与验证.科学学与科学技术管理,2004(3)：94-97.
[16]魏峰,李炎炎,张文贤.国内外心理契约研究的新进展.管理科学学报,2005(10)：82-89.
[17]沈伊墨,袁登华.心理契约破坏感对员工工作态度和行为的影响.心理学报,2007,39(1)：155-162.
[18]陈静.组织变革中员工心理契约与组织承诺的关系研究.浙江大学硕士论文,2008.
[19]钟建安,谢萍,陈子光.领导—成员交换理论的研究及发展趋势.应用心理学,2003,2.
[20]任孝鹏,王辉.领导-部属交换(LMX)的回顾与展望.心理科学进展,2005,13(6).
[21]王辉,牛雄鹰.领导-部属交换的多维结构及对工作绩效和情境绩效的影响.心理学报,2004,36(2).
[22]杜红,王重鸣.领导—成员交换理论的研究与应用展望.浙江大学学报(人文社会科学版),2002,11.
[23]何燕.领导-成员交换、组织公平感和工作满意度的关系研究.苏州大学硕士论文,2008.
[24]孙锐,石金涛,张体勤.中国企业领导成员交换、团队成员交换,组织创新气氛 与员工创新行为关系实证研究.管理工程学报,2009,23(4)：109-115.
[25]万敏.员工工作生活冲突、敬业度、任务绩效及离职意向关系研究.浙江大学硕士论文,2009.
[26]温忠麟,张雷,侯杰泰,刘红云.中介效应检验程序及其应用.心理学报,2004,36(5)：614-620
[27]温忠麟,侯杰泰,张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2)：268-274
[2]Atkinson, J.W.Motivational Determinants of Risk Taking Behavior. Psychology Review,1957,64:359-372
[3]Atkinson, J.W.Motives in Fantasy, Action, and Society.Princeton:D.Van Nostrand, 1958(b)
[4]Cassidy, T.&Lynn, R.A Multifactorial Approach To Achievement Motivation:the Development of A Comprehensive Measure.Jounral of Occupational Psychology, 1989,62(4):301-312
[5]Sagie, A. Assessing Achievement-Motivation-Construction and Application of A New Scale Using ELIZUR Multifaceted Approach.The Journal of Psychology, 1994,128(1):51-61
[6]Heggestad, E.D.&Kanfer, R.(2000).Individual Differences in Trait Motivation: Development of the Motivational Trait Questionnaire.Intemational Journal of Education Research,33:751-766
[7]Mick, D.G.&Faure, C.(1998).Consumer self-gitfs in achievement contexts:the role of outcomes,attributions,emotions,and deservingness.International Junral of Research in Marketing,15(2):293-307
[8]Dweek,C.S.(1986). Mtivational processes affecting learing.American Psychologist,41:1041-1048
[9]Dweek, C.S.&Leggett, E.L(1988).A social-congitive approach to motivation and personality, Psychology Review,95(2):256-273.
[10]Mento, A.J., Steel, R. P.&Karren, R.J.(1987).A meta-analytic study of the effects of goal setting on task performance:1966-1984.Organizational behavior and humand decision processes,39(1):52-83
[11]Archer, J.&Schevak, J.J.(1998).Enhancing sutdents', motivation to learn: Achievement goals in university classrooms.Eudcational Psychology,18(2):205-223.
[12]Archer, J.(1994).Achievement goals as a measure of motivation in university students. Contemporary Educational,19(4):430-446.
[13]Nicholls, J.G.(1984).Achievement motivation:Conceptions of ability,subjective experienee,task choice,and Performance.Psychologcal Review,91(3):328-346.
[14]Austin, J.T.&Klein, H.J.(1996).Work motivation and goal striving.In Murphy,K.R, (Ed)),Individual Differences and Behavior in Organizations(pp.209-257).San Francisco:Jossey-Bass Publishers.
[15]Ames,C.,&Archer,J.(1988).Achievement goals in the classroom:Students'learning strategies and motivation processes. Journal of Educational Psychology,80(2),260-267.
[16]Graen G B,Cashman C J.A role-making model of leadership in formal organizations:A developmental approach.In:H J G, L LL.Ed.Leadership frontiers.Kent State University Press:Kent,1975.143-166
[17]Campbell Donald J. The procative employee:Managing workplace initiative. Academy of Management Executive,2000,14(3):52-67
[18]Liden RC, Wayne SJ, Sparrowe RT. An examination of the mediating role of psychological empowerment on the relations between the job,interpersonal relations, and work outcomes. Journal of Applied Psychology,2000,85:407-416
[19]Graen GB, Uhl-Bien M. Relationship-based approach to leadership:Development of leader-member exchange (LMX) theory of leadership over 25 years-Applying a multi-level multi-domain perspective. Leadership Quarterly,1995,6:219-247
[20]Anderson N., Schalk R. The psychological contract in retrospect and prospect[J]. Journal of Organizational Behavior.1998,19:637-647
[21]Rousseau D M. New Hire Perceptions of Their Own and Their Employer's Obligations:A Study of Psychological Contract. Journal of Organizational Behavior. 1990,11:389-400
[22]Robinson S L. Trust and Breach of the Psychological Contract. Administrative Science Quarterly.1996,41:574-599
[23]Millward L J., Hopkins L J. Psychological Contracts, Organizational and Job Commitment. Journal of Applied Social Psychology.1998,28:1530-1556
[24]Shapiro J C., Kessler L. Consequences of the Psychological Contract for the Employment Relationship:A Large Scale Survey. Journal of Management Studies.2000, 37:903-930
[25]Thompson J.& Bunderson S., Violations of Principle:Ideological Currency In The Psychological Contract, Academy of Management Review,2003Vol.(28):571-585
[26]Kickul J,Lester S W.Broken promises:equity sensitivity as a moderator between psychological contract breach and employee attitudes and behavior.Journal of business and psychology,2001,16:191-217
[27]Porter L W,Pearce J L,Tripoli A M,Lewis K M.Differential perceptions of employers' inducements:Implications for psychological con tracts. Journal of organizational behavior,1998,19:769-782
[28]Morrison E., Robinson S. When Employees Feel Betrayed:A Model of How Psychological Contract Violation Develops. Academy of Management Review.1997, 22:226-261.
[29]Turnley W H., Feldman D C. A Discrepancy Model of Psychological Contract Violation. Human Resource Management Review.1999,9:367-386.
[30]Hung-Wen Lee, Ching-Hsiang Liu. The Relationship among a Achievement Motivation, Psychological Contract and Work Attitudes. Social Behavior and Personality, 2009,37(3),321-328
[1]叶仁敏,Hagtvet,K. A.成就动机的测量与分析.心理发展与教育,1992,(2)：14-16
[2]梁丽萍.成就动机研究的历史与现状.教育理论与实践,1996,(16)：32-36
[3]张兴贵.成就动机研究的回顾与展望.心理学(中国人民大学复印报刊资料),2000,(7),50-54.
[4]张德,赫文彦.关于成就动机的几个问题.心理科学,2001,24(1)：94-95.
[5]张林,黎兵,刘永兴.关于成就动机的研究综述.内蒙古民族大学学报(社会科学版),2003,(6)：77-81
[6]杜红.经理人员成就动机的结构、评价和机制研究.浙江大学博士论文,2001.
[7]叶奕乾、何存道、梁宁建.普通心理学.上海：华东师范大学出版社.2002：462-467.
[8]王沛、杨金花.大学生职业决策和自尊、成就动机的关系.心理发展与教育,2006(1)：52-57.
[9]郭泽芳.中学教师核心自我评价、成就动机与工作满意度的关系研究.河北师范大学硕士学位论文,2009.
[10]王宏.青岛市医生成就动机与责任心的相关研究,西南大学硕士论文,2009.
[11]周英.教师工作价值观、成就动机与工作投入的关系研究,江西师范大学硕士论文,2009.
[12]李原.企业员工的心理契约——概念、理论及实证研究,上海：复旦大学出版社,2004.
[13]陈加洲,凌文辁,方俐洛.组织中的心理契约.管理科学学报,2001,4：74-78
[14]李原.员工心理契约的结构及相关因素研究.首都师范大学博士论文,2002.
[15]陈加洲,凌文辁,方俐洛.雇员心理契约结构维度的探索与验证.科学学与科学技术管理,2004(3)：94-97.
[16]魏峰,李炎炎,张文贤.国内外心理契约研究的新进展.管理科学学报,2005(10)：82-89.
[17]沈伊墨,袁登华.心理契约破坏感对员工工作态度和行为的影响.心理学报,2007,39(1)：155-162.
[18]陈静.组织变革中员工心理契约与组织承诺的关系研究.浙江大学硕士论文,2008.
[19]钟建安,谢萍,陈子光.领导—成员交换理论的研究及发展趋势.应用心理学,2003,2.
[20]任孝鹏,王辉.领导-部属交换(LMX)的回顾与展望.心理科学进展,2005,13(6).
[21]王辉,牛雄鹰.领导-部属交换的多维结构及对工作绩效和情境绩效的影响.心理学报,2004,36(2).
[22]杜红,王重鸣.领导—成员交换理论的研究与应用展望.浙江大学学报(人文社会科学版),2002,11.
[23]何燕.领导-成员交换、组织公平感和工作满意度的关系研究.苏州大学硕士论文,2008.
[24]孙锐,石金涛,张体勤.中国企业领导成员交换、团队成员交换,组织创新气氛 与员工创新行为关系实证研究.管理工程学报,2009,23(4)：109-115.
[25]万敏.员工工作生活冲突、敬业度、任务绩效及离职意向关系研究.浙江大学硕士论文,2009.
[26]温忠麟,张雷,侯杰泰,刘红云.中介效应检验程序及其应用.心理学报,2004,36(5)：614-620
[27]温忠麟,侯杰泰,张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2)：268-274