Effects of Work Values of Millennial Employees, Intrinsic Motivation on Job Performance:The Moderating Effect of Organizational Culture

Abstract

Abstract:

Based on self-verification theory and social exchange theory, the present research seeks to explore the relationship between work values and job performance among millennial workers. Using the empirical research on the longitudinal study design for a total of 227 paired questionnaires of two batches, we examine the hypotheses with path analysis and hierarchical regressions. The results suggest that millennial employees' work values are positively related to their in-role and extra-role performance and intrinsic motivation partially mediates the relationship between millennial employees' work values and in-role performance. Moreover, two dimensions of organizational culture, competition orientation and humanism, significantly moderate the relations of work values to both in-role and extra-role performance. The present research not only enriches and extends literature of work values and motivation, but also provides implications on how to enhance millennial employees' job performance.

Key words: millennial employees, work values, intrinsic motivation, job performance, organizational culture

Hou Xuanfang, Lu Fucai. Effects of Work Values of Millennial Employees, Intrinsic Motivation on Job Performance:The Moderating Effect of Organizational Culture[J]. , 2018, 30(4): 157-168.

References

[1] 侯烜方,李燕萍,涂乙冬. 新生代工作价值观的结构、测量及对绩效影响[J]. 心理学报, 2014,46(6):823-840
[2] 李燕萍,侯烜方. 新生代员工工作价值观结构及其对工作行为的影响机理[J]. 经济管理, 2012,(5):77-86
[3] Dose J. Work Values:An Integrative Framework and Illustrative Application to Organizational Socialization[J]. Journal of Occupational and Organizational Psychology, 1997,70(3):219-240
[4] Feather N. T., Rauter K. A. Organizational Citizenship Behaviors in Relation to Job Status, Job Insecurity, Organizational Commitment and Identification, Job Satisfaction and Work Values[J]. Journal of Occupational and Organizational Psychology, 2004,77(1):81-94
[5] Wang C. Y., Chen M., Hyde B., et al. Chinese Employees' Work Values and Turnover Intentions in Multinational Companies:The Mediating Effect of Pay Satisfaction[J]. Social Behavior and Personality, 2010,38(7):871-894
[6] Lin Y., Li Y. P., Hou X. F. Utilitarian Orientation, Long-term Orientation, and Performance:Evidence from Chinese Millennial-Generation Employees[J]. Social Behavior and Personality, 2015,43(9):1463-1476
[7] Guo Y., Liao J., Liao S., et al. The Mediating Role of Intrinsic Motivation on the Relationship between Developmental Feedback and Employee Job Performance[J]. Social Behavior and Personality, 2014,42(5):731-741
[8] Ryan R. M., Deci E. L. Self-determination Theory and The Facilitation of Intrinsic Motivation, Social Development and Well-being[J]. American Psychologist, 2000,55(1):68-78
[9] Rousseau D. M., Fried Y. Location, Location, Location:Contextualizing Organizational Research[J]. Journal of Organizational Behavior, 2001,22(1):1-13
[10] Tu Y., Lu X. How Ethical Leadership Influence Employees' Innovative Work Behavior:A Perspective of Intrinsic Motivation[J]. Journal of Business Ethics, 2013,116(2):441-455
[11] Gokce B., Guney S., Katrinli A. Does Doctors' Perception of Hospital Leadership Style and Organizational Culture Influence their Organizational Commitment[J]. Social Behavior and Personality, 2014,42(9):1549-1562
[12] 卢美月,张文贤. 企业文化与组织绩效关系研究[J]. 南开管理评论, 2006,9(6):26-30
[13] Maignan I., Ralston D. A. Corporate Social Responsibility in Europe & the U. S.:Insights from Businesses' Self-presentations[J]. Journal of International Business Studies, 2002,33(3):497-514
[14] Swann W. B. To be Adored or to be Known:The Interplay of Self-enhancement and Self-verification. In:Sorrentino R. M. & Higgins E. T. (Ed.), Motivation & Cognition[M]. New York:Guilford Press, 1990
[15] Swann W. B., Rentfrow P. J., Guinn J. Self-verification:The Search for Coherence. In:Leary M. & Tagney J. (Ed.), Handbook of Self and Identity[M]. New York:Guilford Press, 2002
[16] Sonnentag S., Frese M. Performance Concepts and Performance Theory, In:S. Sonnentag (Org.), Psychological Management of Individual Performance[M]. Great Britain:John Wiley & Sons Ltd., 2002
[17] Shao p., Resick C. J., Hargis M. B. Helping and Harming Others in the Workplace:The Roles of Personal Values and Abusive Supervision[J]. Human Relations, 2011,64(8):1052-1078
[18] 沈伊默,袁登华,张华,等. 两种社会交换对组织公民行为的影响:组织认同和自尊需要的不同作用[J]. 心理学报, 2009,41(12):1215-1227
[19] Dick R., Wagner U., Stellmacher J., et al. The Utility of a Broader Conceptualization of Organizational Identification:Which Aspects Really Matter[J]. Journal of Occupational & Organizational Psychology, 2004,77(2):171-191
[20] Hui C., Lam S., law K. Instrumental Values of Organizational Citizenship Behavior for Promotion:A Field Quasi-experiment[J]. Journal of Applied Psychology, 2000,85(5):822-828
[21] 李燕萍,涂乙冬. 组织公民行为的价值取向研究[J]. 管理世界, 2012,(5):1-7
[22] 涂乙冬,李燕萍. 领导-部属交换、双重认同与员工行为探析[J]. 武汉大学学报(哲学社会科学版), 2012,65(6):128-132
[23] Gagne M., Deci E. L. Self-determination Theory and Work Motivation[J]. Journal of Organizational Behavior, 2005,26(4):331-362
[24] Zhang X. M., Bartol K. M. Linking Empowering Leadership and Employee Creativity:The Influence of Psychological Empowerment, Intrinsic Motivation and Creative Process Engagement[J]. Academy of Management Journal, 2010,53(1):107-128
[25] 周浩,龙立荣. 工作不安全感、创造力自我效能对员工创造力的影响[J]. 心理学报, 2011,8(43):929-940
[26] 王辉,张文慧,忻榕,等. 战略型领导行为与组织经营效果组织文化的中介作用[J]. 管理世界, 2011,(9):93-104
[27] Chow I. H., Shan S. L. Business Strategy, Organizational Culture, and Performance Outcomes in China's Technology Industry[J]. Human Resource Planning, 2007,30(2):47-55
[28] Gokce B., Guney S., Katrinli A. Does Doctors' Perception of Hospital Leadership Style and Organizational Culture Influence their Organizational Commitment[J]. Social Behavior and Personality, 2014,42(9):1549-1562
[29] Cook R. A., Rousseau D. M. Behavioral Norms and Expectations:A Quantitative Approach to the Assessment of Organizational Culture[J]. Group and Organization Studies, 1998,13(3):245-273
[30] 刘善仕,彭娟,邝颂文. 人力资源管理系统、组织文化与组织绩效的关系研究[J]. 管理学报, 2010,9(7):1282-1289
[31] Baird K., Harrison G., Reeve R. The Culture of Australian Organizations and Its Relation with Strategy[J]. International Journal of Business Studies, 2007,15(1):15-41
[32] Eisenberger R., Karagonlar G., Stinglhamber F., et al. Leader-member Exchange and Affective Organizational Commitment:The Contribution of Supervisor's Organizational Embodiment[J]. Journal of Applied Psychology, 2010,95(6):1085-1103
[33] Andersson L. Employee Cynicism:An Examination Using a Contract Violation Framework[J]. Human Relations, 1996,49(11):1395-1418
[34] Berings D., Adriaenssens S. The Role of Business Ethics, Personality, Work Values and Gender in Vocational Interests from Adolescents[J]. Journal of Business Ethics, 2012,106(3):325-335
[35] 胡翔,李燕萍,李泓锦. 新生代女性员工的人际和谐需求与工作满意度[J]. 武汉大学学报(哲学社会科学版), 2015,68(3):121-128
[36] Costanza D. P., Badger J. M., Fraser R. L., et al.Generational Differences in Work-Related Attitudes:A Meta-analysis[J]. Journal of Business and Psychology, 2012,27(4):375-394