組織價值觀與組織承諾、組織公民行為、工作績效的關係：不同加權模式與差距模式之比較

The Effects of Organizational Value on Organizational Commitment, Organizational Citizenship Behavior, and Job Performance: A Comparison of Different Weighting Model and Discrepancy Model

本研究的主要目的是以個人的分析層次為主，探討組織價值觀與個人效能的關係，俾說明組織文化的功能。在探討此種關係時，可從個人知覺與期望之組織價值觀差距（或期望一致性）來說明組織價值觀的一致性，並以不同的差距指標，包括Hamming差距與Euclidean差距來代表此種差距的大小。另一方面，亦可以相對重要性的加權來加以調整，做為組織價值的強度指標。以345位企業組織員工為對象，施測以組織價值觀量表（包括實際與期望）、組織承諾量表、組織公民行為量表、及一般績效指標後，發現：（1）組織價值觀量表有九個向度，經因素分析後，得到二個次級向度：外部適應價值與內部整合價值；而組織公民行為量表則獲得助人行為與良心行為兩個向度。（2）內部整合價值與組織承諾、組織公民行為的相關較高，而外部適應價值則較低；反之，外部適應價值與一般績效相關較高，而內部整合價值則較低。（3）內部整合價值觀的期望差距對組織承諾具有顯著的預測效果；（4）內部整合價值觀的加權對組織承諾與組織公民行為具有顯著的預測效果；（5）Hamming差距與Euclidean差距的預測效果類似；（6）加權模式的預測效果比差距模式者為高。根據上述研究結果，討論了本研究在組織文化研究與應用上的涵義。

This study was designed to investigate the effects of organizational value on employee's individual effectiveness from individual level of analysis to explain the function of organizational culture. As a predictor, there are different models, named single weighting model, multiple weighting model, Hamming discrepancy model and Euclidean discrepancy model to describe the relationship between expected organizational value and actual organizational value. Result of this study using manufacturing company employee (N= 345) suggests that internal integration value is positively related to organizational commitment and organizational citizenship behavior, while external adaption value is positively related to individual job performance. Internal integration value of discrepancy model is predictive of organizational commitment, and this value of weighting model is also predictive of organizational commitment and organizational citizenship behavior. Moreover, although the predictive powers of two discrepancy model (Hamming vs. Euclidean) and two weighting model (single vs. multiple) are similar, the weighting model is more predicitive than the discrepancy model. The implications of these findings for future studies involving organizational culture and for development of a theory of organizational culture were considered.