企业职工的工作价值观特征分析

企业管理者可以借助三种不同的力量来激励和影响职工的工作行为 ,一种是外在的经济力量 ,一种是与工作相关的内在激励 ,还有一种是以人的信念和价值观念为基础的影响力。前两种行为激励是组织行为学研究的传统领域 ,而工作价值观则是近来随着组织文化的兴起而提出的新课题。本研究以企业现场调查为基础 ,分析了企业职工的工作价值观的特点 ,指出工作价值观是由工作行为评价因素、组织集体观念因素和个人要求因素三个方面构成 ,它们与职工的工作动机有着显著的相关。职工的工作价值观还表现出年龄的差异 ,年轻职工 (3 0岁以下 )的工作价值观并不是与年长的职工 (3 0岁及以上 )完全不同 ,他们在工作行为评价因素、组织集体观念因素方面有着共同之处 ,但是他们在考虑问题和判断时 ,思想更复杂 ,更多地考虑个人要求因素。不同所有制企业中的职工 ,其工作价值观也存在着一定的差异 ,其中 ,国有 /集体企业职工的组织集体观念显著地高于外资 /合资企业职工。

An Analysis of Work Value in Chinese Enterprises

It is well recognized that there are three kinds of variables affecting work behaviors, variables arising from the nature of job, variables related with financial incentives or work situations, and variables of work value. Studies of the first two kinds of variables proposed the concepts of intrinsic and extrinsic motivation respectively and formed the main part of the motivational theories, while the third one is less attacked until the recent research interest in organizational culture. In this study, a work value inventory was developed based on Wollack's survey of work value and Buchholz's beliefs of work. Factor analysis of 64 participants sampled from 6 enterprises in Zhejiang Province revealed three facets of work value of the Chinese workers: Belief of work behavior, belief of collectivism, and belief of personal development. These three facets of work value are related in varies ways with the cultural background and management systems. Specifically, workers in state/collective owned enterprises are more collective oriented than foreign/sino foreign joint ventures. Young workers (30 years or younger) share with elder workers (older than 30) the beliefs of work behavior and collectivism, but they tended to have significantly higher score on the facet of personal development than the elders.