The Empirical Study On I-P/S Model Of The Employee-Organization Relationship

In the first half of the 20th century, psychologists and sociologists had studied how to motivate employees from different angle of research, and put forward corresponding motivation theories. These theories focus on the analysis of person's mutual characteristics, serving supervisor's need to motivate employees. Yet the fact is, motivation is not the only determinant about the effective performance, employees' work passion can not been stirred only through supervisors' unilateral motivation. According to social-exchange theory, the relationship between employees and organization is an exchange, through interaction and bargain, this exchange eventually got to a dynamic psychological balance. So ,scholars began to study employee-organization relationship in 1960's, by the end of 80's, this research become a hot topic in western Organizational Behavior and Human Resource Management.Employee-organization relationship(briefly E-O relationship)is an exchange between the contributions expected from an employee and the inducement offered by an employer. Expected contribution means employee's overall behavior including his performance on core tasks and his Organizational Citizenship Behavior and son on; inducement offered includes not only economic pay but social pay. Up to now, the study to this exchange relationship have been performed through two different research angles: employee's perspective and organization's perspective. The employee's perspective on E-O relationship reflects what the individual employee believe that the organization has promised or is in someway obligated to provide him/her and, in return, what the individual employee is obligated to do for the organization; the organization's perspective on E-O relationship means the employing organization determines what it is willing to input in individuals in specific jobs and what contributions to the organizations it expects in return for those inputs. For example, Psychological Contract, Organizational Commitment, thePerceived Organizational Support and so on study E-O relationship from employee's perspective. The Input/Contribution model study E-O relationship from organization's perspective.Two of the major models that have been used to examine this exchange relationship are introduced firstly in this paper, one is Psychological Contract Model, the other is Input/Contribution model. Based on this two models, I-P/S Model is put forward, that followed is to prove this model through empirical study. 'I' means the input offered by organization to employee, in empirical study, the data about T was collected through organization agents, data reflects organization's perception to exchange condition; 'S' means employee's job satisfaction (or employee's satisfaction with input that offered by organization to him/her), the data about 'S' was collected through employees, data reflects employee's perception to exchange condition; 'P' means employee's job performance, data was collected through HRM department, this information reflects employee's contribution to organization. The data about organization input and employee satisfaction is subjective, while that about employee contribution is objective. The purpose of I-P/S Model is to study E-O relationship at both employee's perspective and organization's perspective. Three variables construct eight different exchange relationships. In this research, the correlation relationship among three variables has been validated, the result is: there is positive relationship between organizational input and employee performance; there is no distinct relationship between organizational input and employee satisfaction; also there is no distinct relationship between employee satisfaction and employee performance. The results intensively denied some traditional opinions, such as 'the happy employee has high productivity', 'more organizational input to a employee, more happy the employee will get' and so on. At the end of the paper, some concrete managerial suggestion was put forward about how to construct a fa...