Brown S P, Leigh T W
Southern Methodist University, Dallas, Texas 75275-0333, USA.
J Appl Psychol. 1996 Aug;81(4):358-68. doi: 10.1037/0021-9010.81.4.358.
This study investigated the process by which employee perceptions of the organizational environment are related to job involvement, effort, and performance. The researchers developed an operational definition of psychological climate that was based on how employees perceive aspects of the organizational environment and interpret them in relation to their own well-being. Perceived psychological climate was then related to job involvement, effort, and performance in a path-analytic framework. Results showed that perceptions of a motivating and involving psychological climate were related to job involvement, which in turn was related to effort. Effort was also related to work performance. Results revealed that a modest but statistically significant effect of job involvement on performance became nonsignificant when effort was inserted into the model, indicating the mediating effect of effort on the relationship. The results cross-validated well across 2 samples of outside salespeople, indicating that relationships are generalizable across these different sales contexts.
本研究调查了员工对组织环境的认知与工作投入、努力程度和绩效之间的关联过程。研究人员基于员工如何感知组织环境的各个方面并根据自身福祉对其进行解读，制定了心理氛围的操作性定义。然后，在路径分析框架中，将感知到的心理氛围与工作投入、努力程度和绩效联系起来。结果表明，对激励性和参与性心理氛围的认知与工作投入相关，而工作投入又与努力程度相关。努力程度也与工作绩效相关。结果显示，当将努力程度纳入模型时，工作投入对绩效的适度但具有统计学意义的影响变得不再显著，这表明努力程度在两者关系中起到了中介作用。研究结果在两个外部销售人员样本中得到了很好的交叉验证，表明这些关系在不同的销售情境中具有普遍性。
