CAJ | 학술논문

提高个体工作绩效是人力资源管理活动的根本目的。本文认为，个体在组织内建构的社会网络与人际公民行为不仅能够分别对其工作绩效产生影响，而且由于它们都非常强调个体间的交互作用，所以可以被纳入统一的分析框架。因此，在借鉴SCP分析范式的基础上，本文建构了一个中介效应模型，对个体在组织内建构的社会网络、人际公民行为和工作绩效这三个分别代表结构、行为和绩效的变量之间的关系进行了整合性研究，并利用306个有效样本进行了实证分析。相关研究结果显示：人际公民行为在组织内社会网络影响个体工作绩效的过程中起到了部分中介的作用。这在一定程度上揭示了员工在组织内建构的社会网络影响其个体工作绩效的机理，对企业人力资源管理政策的制定具有启发意义。
제고개체공작적효시인력자원관리활동적근본목적。본문인위，개체재조직내건구적사회망락여인제공민행위불부능구분별대기공작적효산생영향，이차유우타문도비상강조개체간적교호작용，소이가이피납입통일적분석광가。인차，재차감SCP분석범식적기출상，본문건구료일개중개효응모형，대개체재조직내건구적사회망락、인제공민행위화공작적효저삼개분별대표결구、행위화적효적변량지간적관계진행료정합성연구，병이용306개유효양본진행료실증분석。상관연구결과현시：인제공민행위재조직내사회망락영향개체공작적효적과정중기도료부분중개적작용。저재일정정도상게시료원공재조직내건구적사회망락영향기개체공작적효적궤리，대기업인력자원관리정책적제정구유계발의의。
The purpose of human resouce management is improve individual work performance. Organization in-ternal social network refers to various relationaship structure build by some employe throug social intereaction and interpersonal intereaction in the specific organization,it can affect one＇s capability to obtai resource in the specific organization. Because there are some scholars begin to admit that the social network build by employee in the organ-ization is one kind of important organizational context, so we can see some papers discuss whether organization inter-nal social network affect individual work performance or not. But, the exist research are almost not sufficient enough because they didn＇ t make clear the mechanism of organization internal social network affect individual work per-formance. In other word, we don＇ t understand how organization internal social network affect individual work per- formance, so we cann＇ t apply this theoretical result to human resource management practice. This article believe that both the research of social network and interpersonal citizenship behavior are emphasize the social intereaction and interpersonal interaction between individuals, so, we learn from the SCP analysis paradigm of industrial organi- zation theory, use the relationship between organization internal social network, interpersonal citizenship behavior and individual work performance to construct a four hypotheses, Concretely speaking mediating effect model. Base on the theoretical model, we proposed , hypothesis 1 is the dimensions of organization internal social network have positive coefficient relationship with individual work performance; hypothesis 2 is the dimensions of interpersonal citizenship behavior have positive coefficient relationship with individual work performance; hypothesis 3 is the di- mensions of organization internal social network have positive coefficient relationship with the dimensions of inter- personal citizenship behavior; hypothesis 4 is the dimensions of interpersonal citizenship behavior are mediator when organization internal social network affect individual work performance. In order to prove the relevant hypotheses, we ues scientific method measured all of the variables and collect 306 valid questionnaires as the sample. Then, we use hierarchical regression method studied the relationship between the three valuables. The empirical result indicates that both organization internal social network and interpersonal citizenship behavior are positively affect individual work performance, and the most important is that we found interpersonal citizenship behavior play a obviously medi- ating role when organization internal social network affect individual work performance. This result indicate that peo-ple want to create their social network in the specific organization just because it can help them increase work per-formance. At the same time, the reason why social network can help someone to increase their work performance is just because when a employe create good social network, they will act more interpersonal citizenship behavior inper- ceptibly or consciously. So, the manager should believe that help subordinate create their organization internal social network is very helpful to encourage their interpersonal citizenship behavior. On the contrary, if the manager be a-fraid of their subordinate create the organization internal social network because of they worry about the informal or- ganization is difficult to manage, then they lose an good chance to see more interpersonal citizenship behavior. Of course, how to help the subordinate create their organization internal social network is another question worth stud-ying in some other papers.