員工核心自我評價對工作績效的影響機理研究

Abstract

With the advent of the fourth industrial revolution and the resultant environmental complexity, relying solely on senior management is difficult to achieve the development of organizational flexibility and innovation. Encouraging employees to provide relevant information is of vital importance for managers to enrich their own decision-making information pool, to make up for cognitive deficiencies, and further make a more appropriate response to the external environment. It is also the key for enterprises which are in the fierce competition to maintain a dynamic competitive advantage and guarantee sustainable development. Therefore, exploring the factors which can promote employees’ voice behavior, as well as the impact that these actions would bring become an important practical concern for management.

Other things being equal, employee core self-evaluation, the most basic evaluation and estimation of individual's ability and value, is proposed to be one important factor that drives employee voice behavior. Drawing on expectancy theory, this dissertation explores the mediating role of employee voice behavior that connects employee core self-evaluation and employee performance, and also the influence of the perceived organizational politics and employee political skills that may moderate the aforementioned main effects. Based on a comprehensive literature review and the tests of a group of research hypotheses thereby developed, this dissertation comes up with the following findings and conclusions:

1. Employees core self-evaluation is positively related to employee promotive voice behavior. Employees’ perceptions of organizational politics and their political skills play moderating roles in strengthening or weakening the proposed link between core self-evaluation and promotive voice behavior. Specifically, employees’ perception of organizational politics negatively moderates the relationship between core self-evaluation and promotive voice behavior; their political skill positively moderates the relationship between core self-evaluation and promotive voice behavior; employees’ perception of organizational politics and their political skills together exert a compounded moderating effect on the relationship between core self-evaluation and promotive voice behavior.

2. Employee core self-evaluation is positively related to employee prohibitive voice behavior. Employees’ political skill positively moderates the relationship between core self-evaluation and prohibitive voice behavior. Interestingly, the moderating effect of employees’ perception of organizational politics on the relationship between core self-evaluation and prohibitive voice behavior was not supported. In contrast to promotive voice which is more about the positive suggestions, prohibitive voice focuses on how to prevent the organization from deviating from the right track, usually presented with negative words. This finding implies that given the perceived risk involved in prohibitive voice, employees’ self-evaluation of their value may still drive their voice behavior, regardless of the perceived political risks in the organization.

3. Employee promotive voice positively influences employee job performance. However, contrary to our expectation, prohibitive voice is found to negatively influences job performance rating. This finding may be consistent with the traditional Chinese culture. Because Chinese culture emphasizes the harmony and leadership of the group's authority, supervisors expect employees to obey the arrangements. As a result, employees’ prohibitive voice may be seen as the challenge to the authority of supervisors, thus was not conducive to achieve a high job performance rating.

4. The dissertation discovers the double-edged sword effect of core self-evaluation on the job performance. Using bootstrap method to test the multiple mediating effects of promotive voice and prohibitive voice, the study finds that employee core self-evaluation positively influence job performance rating through promotive voice, but negatively influence job performance rating through prohibitive voice. The mediating effect of promotive voice on the relationship between core self-evaluation and job performance rating is stronger than that of prohibitive voice.

Date of Award	27 Jun 2017
Original language	Chinese (Traditional)
Awarding Institution	City University of Hong Kong
Supervisor	Chenting SU (Supervisor)