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本文基于员工一组织关系理论,借助于海峡两岸469份家族企业员工数据,运用结构方程模型等统计方法,分析民主参与管理对共享价值观形成的作用机制与效应。结果显示,民主参与对共享价值观的作用需要通过价值性和工具性中介来实现;而且主要中介效应体现在其价值性,即民主参与通过发言权机制实现员工自我价值,或员工意识到组织能够带来个体成长等因素而产生与组织一致的价值观;这种价值性中介受到家族关系的调节,家族成员更易于实践民主参与管理,实现人本目标并形成共享价值观。同时,民主参与也有一定的工具性中介效应,即民主参与管理也有利于降低员工的离职倾向,低离职倾向是员工形成共享价值观的前提。
Based on the theory of employee-organization relationship, this paper analyzes the mechanism and effect of democratic participation on the formation of shared values with the aid of statistical data of 469 family-owned enterprises across the Taiwan Strait and the structural equation modeling. The results show that the role of democratic participation in sharing values needs to be realized through value and instrumental intermediation, and the main intermediary effect is reflected in its value, that is, the participation of democratic participation in employee self-worth through the speaking right mechanism or the employee awareness of the organization’s ability to bring To the individual growth and other factors and produce the same values with the organization; this value of the intermediary is subject to the regulation of family relationships, family members are more likely to practice democratic participation and management, to achieve the human goal and the formation of shared values. At the same time, democratic participation also has a certain instrumental intermediary effect, that is, democratic participation management also helps to reduce employee turnover intention, and the low turnover intention is the prerequisite for employees to form shared values.