員工組織認同對員工績效的影響機制

Abstract

The economic and social landscape in China is undergoing profound changes in the context of the "new era". In this modern era of intense competition, the dynamic nature of the competitive business environment requires employees to deal with constant challenges and changes. The company I work in is a cultural and creative enterprise that has begun to take shape. The connection and bond between organizations and employees become increasingly important in influencing employee performance. An extensive literature has examined the link between organizational identification and employee performance; however, few studies have explored the role of employees' personal perceptions (psychological empowerment and insider status) on organizational identification, as well as the mediating role of organizational citizenship.

This paper investigates the mediating role of organizational citizenship behavior between organizational identification and employee performance, and the moderating effects of psychological empowerment and perceived insider status on the relationship between organizational identification and employee performance. The research model is guided by the organizational identification theory, supplemented by social exchange theory and role theory. This paper employs a literature review and questionnaire survey as the primary research methods. More specifically, 429 employees from various companies participated in the survey and 410 valid questionnaires were received and used to conduct data analysis and hypothesis testing.

The main conclusions of this study are as follows: Firstly, organizational identification significantly and positively influences employee performance, indicating that higher levels of employee organizational identification lead to better performance. Secondly, organizational identification affects employee performance through its impact on organizational citizenship behavior. Thirdly, perceived insider status and psychological empowerment play a moderating role in the relationship between organizational identification and organizational citizenship behavior, thereby influencing employee performance.

This study has several theoretical implications: first, this paper expands the research on the impact of organizational identity on employee performance by revealing the mediating role of organizational citizenship behavior. Second, this paper enriches the research on organizational identity on employee performance and organizational citizenship behavior by revealing the moderating role of insider identity perception. Finally, this paper also uncovers the important role of psychological empowerment, expands the literature on psychological empowerment, and provides insight into the role of psychological empowerment in employee performance.

Date of Award	3 Oct 2023
Original language	Chinese (Traditional)
Awarding Institution	City University of Hong Kong
Supervisor	Kai Yao (External Supervisor) & Liu ZHENG (Supervisor)