摘要
作为文化的内核,文化价值观的差异影响着个体员工重要的态度和行为。本文以儒家思想为理论基础,分析和界定了"工作场所儒家传统价值观"(CTVW)的内涵与维度,并通过三项实证研究对CTV W量表的信度与效度进行了实证检验。研究一的测量结果表明,工作场所的儒家传统价值观本质上是一种以关系和谐为核心的儒家关系导向,其下包括尊从权威、接受权威、宽忍利他和面子原则四个维度,CTV W量表具有良好的信度与建构效度。研究二的效用分析表明,CTV W能够较好地预测员工的公平敏感性与组织公民行为,CTV W量表具有较好的效标效度。研究三的差异分析表明,具有不同社会历练的员工具有不同的儒家传统价值观,CTV W量表的效度得到进一步验证。最后,本文就工作场所儒家传统价值观在中国及其它文化背景下的研究意义以及未来研究方向进行了讨论。
As the kernel of culture, cultural values influence important attitudes and behaviors of individual employees. To examine such influences, one prerequisite is to define theoretical foundations and scales of aiming cultural values. Confucianism is representative of Chinese traditional culture and the cultural value underlying it is the most powerful in shaping attitudes and behav- iors of Chinese. Limited pioneer research has provided preliminary evidence regarding the important influence of Confucianism on organizational behavior, but most of them introduce general so- cial cultural values into workplace directly and the scales across studies are inconsistent, no research systematically investigate the connotation of Confucian traditional values and its impacts on employees＇ attitudes and behaviors drawing on characteristics of workplace. Thus, the purpose of the current paper is to explore the connotation of Confucian Traditional Values at Workplace （CTVW）, develop CTVW Scale and validate the scale, both theoretically and empirically. The current paper analyzes the content and structure of Confucianism theoretically in the first place, then examines and defines the content and dimensions of Confucian Traditional Values at Workplace, and finally, designs CTVW Scale and tests its validity and reliability through 3 empirical studies. The results of study 1 indicate that CTVW is a Confucian relation-orientation in nature which centers round relation harmony and covers four dimensions： respect and compliance to authorities, tolerance and altruism, acceptance of authorities, and face rule. CTVW Scale shows reasonable reliability and construct validity. Furthermore, Study 2 demonstrates CTVW is also a good predictor of employ- ees＇ equity sensitivity and organizational citizenship behavior （OCB） and the criterion validity of CTVW Scale is supported; Finally, study 3 shows that employees with different social experi- ences hold different level of CTVW, the validity of CTVW Scale is verified further. The theoretical and practical implications and future research directions of this study are discussed in the context of Chinese culture and beyond.
出处
《南开管理评论》
CSSCI
北大核心
2012年第4期66-79,110,共15页
Nankai Business Review
基金
中央高校基本科研业务费专项资金资助项目(NKZXYY1119)
国家自然科学基金项目(71272181)资助
