影響中國律師工作滿意度的心理機制研究

: 社會身份認同理論的視角

Abstract

本研究圍繞“身份認同”這一核心概念，運用理論和實證相結合的研究方法，探究組織-職業衝突和社會比較是如何影響員工確立其身份認同，以及“感知權力”對這一過程的調節作用；然後進一步揭示身份認同通過組織承諾和自我效能感影響律師工作滿意度的心理機制。 通過大量的文獻閱讀建立理論模型，並用問卷調查和深度訪談來驗證理論模型，其中正式調研收集了涵蓋中國大陸20個省市的1124份樣本，深度訪談了14位性別、職位、年齡和不同地區的律師。研究發現：當律師感知到權力高的時候，組織-職業衝突與身份認同的負相關關係更強；而當律師感知到的權利低時，組織-職業衝突與身份認同的負相關關係減弱。對於低感知權力的律師，提高或者降低感知公平都無法改變其身份認同的程度；而對於高感知權力的律師，提高感知公平則有助於顯著地提高其身份認同程度。在身份認同影響工作滿意度的過程中，組織承諾和自我效能感是顯著的仲介變量。 這一研究不但填補了身份認同理論在中國律師行業這一領域的理論空白，其關於感知權力調節作用和身份認同影響工作滿意度的仲介過程的發現在現實管理中也具有相當的可操作性，這將有助於在盡可能少地增加物質投入的前提下，切實提高律師行業從業人員工作滿意度。同時由於涉及對人類思考和行為具有普遍影響的心理因素，其結論的應用並不局限於律師行業，而可延展至其他行業乃至人們生活工作的方方面面。 With the core concept of "identity", this article uses a combination of theoretical and empirical research methods to explore how organization-profession conflict and social comparison affect the employees’ identification, as well as the moderating role of the perceived power under this process; and then it further reveals how lawyers’ identity influences their job satisfaction through organizational commitment and self efficacy. The research first reviews the existant literature to establish a theoretical model, and then uses questionnaires and depth interviews to validate the theoretical model, in which the questionnaires covered 20 provinces and cities nationwide with a sample of 1124, while the depth interviews were conducted among 14 lawyers with different gender, job position, age and from different regions. The study found that: for those lawyers with a high perceived power, the negative correlation between the organization-profession conflict and social identity is stronger compared to those with a low perceived power. Meanwhile, for those lawyers with a low perceived power, enhancing or reducing the perceived fairness does not influence their identification, while for those with a high perceived power, enhancing the perceived fairness facilitates the improvement in social identity. For those with a low perceived power, increasing or decreasing the perception of fairness can not change the extent of their identity. While for those with a high perceived power, to improve the perception of fairness can help to significantly improve the degree of their identity. Furthermore, identity affects job satisfaction, among which organizational commitment and self-efficacy are two significant mediating variables. On one side, this research enriches the theoretical findings of the identity theory in the field of lawyer. On the other side, its conclusions about the moderating role of the perceived power and the mediating process of the identity effects on job satisfaction carry substantial meanings in the real management, considering the maneuverability. By applying these findings, we can increase lawyers’ job satisfaction significantly with least material inputs. At the same time, since it involves a set of psychological factors that have prevalent impact on human mind and behavior, its conclusions would not be limited to the law industry and could be extended to other industries as well as our daily work life.

Date of Award	2 Oct 2013
Original language	Chinese (Traditional)
Awarding Institution	City University of Hong Kong
Supervisor	Kwok On Matthew LEE (Supervisor)