兼爱而相诺：基于代际特征的权力距离感知差异对员工工作绩效影响的案例研究

摘要/Abstract

摘要：

企业中多代群共处已成常态，不同代际之间因为价值观与行为方式的差异产生冲突最终导致效率下降的事件屡见不鲜。不同代际员工工作价值观差异引发的权力距离感知差异会导致一系列的工作行为和态度差异，进而影响员工工作绩效。本研究借鉴调节匹配理论，以三亚河西供电所为背景进行单案例研究，探索不同代际特征下领导-员工权力距离感知匹配性对员工绩效影响的理论框架，并尝试解释绩效差异出现的原因。研究结果表明，领导-员工权力距离感知匹配性对不同代际员工工作绩效的影响不同；相对老一代员工，领导-员工权力距离感知匹配性对新一代员工工作绩效的影响较弱。

关键词: 代际, 工作价值观, 权力距离感知, 调节匹配理论, 案例研究

Abstract:

Generational differences in values and behaviors always provoke conflict when multiple generations coexist in an organization, which eventually leads to a decline in employee performance. Perceived power distance differences caused by work values in generational differences lead to a series of work behavior differences and attitude differences, which ultimately affects employee performance. In this study, a single case study is conducted on the background of HEXI power substation. Based on the regulatory fit theory, we explore the theoretical framework of perceived power distance differences' effect on employee performance from the generational perspective. Furthermore, we attempt to explain the cause of performance differences. The results show that the leader-employee congruence in perceived power distance has a significant impact on performance. Meanwhile, the effect of leader-employee congruence in perceived power distance on the new generation is weaker than that of the old generation.

Key words: generation, work values, perceived power distance, regulatory fit theory, case study

张光磊, 陈汇, 刘文兴. 兼爱而相诺：基于代际特征的权力距离感知差异对员工工作绩效影响的案例研究[J]. , 2018, 30(11): 289-304.

Zhang Guanglei, Chen Hui, Liu Wenxing. A Case Study of Perceived Power Distance Differences' Effect on Employee Performance from the Generational Perspective[J]. , 2018, 30(11): 289-304.

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