劳资关系氛围、工作满意度与工作绩效关系研究

发布时间：2018-03-16 10:15

本文选题：劳资关系氛围　切入点：工作满意度　出处：《东北财经大学》2012年硕士论文　论文类型：学位论文

【摘要】：近些年来,随着我国企业用工体制市场化改革的逐步推进,市场化的劳资关系基本形成,并逐步占据了主导的地位。但是,同时强资弱劳的劳资力量失衡问题凸现,特别是在2008年《劳动合同法》实施以后,各种劳资争议纠纷案件迅速增加,企业劳资关系出现了紧张的局面。大量研究表明,企业劳资关系的和谐与否不仅会影响到企业绩效的提高,而且还会影响到社会的和谐与稳定。虽然劳资关系和谐的企业不一定是百年的企业,但是百年的企业一定是劳资关系和谐的企业。因此,企业要想获得长远的发展就必须努力营造积极、和谐的劳资关系氛围,充分调动员工的工作积极性,使他们更加努力的工作,提高工作绩效,进而提高企业绩效。于是,本文构建了劳资关系氛围对工作绩效的影响模型,并引入工作满意度作为中介变量,强调劳资关系氛围对工作绩效产生直接影响的同时,也会通过工作满意度对工作绩效产生间接的影响。本文采用实证研究的方法,将大连市地区企业的员工作为本次调查研究的对象。通过对调查样本的实证分析来探讨劳资关系氛围、工作满意度和工作绩效的关系以及他们相互作用的机理。本论文主要由以下四个部分组成：第一部分：绪论。阐述了本文的选题背景,提出了对劳资关系氛围、工作满意度和工作绩效问题的研究有一定的理论和现实意义,同时介绍了本文的研究内容和结构安排、研究方法以及研究可能的创新点。第二部分：文献综述。回顾了劳资关系氛围、工作满意度和工作绩效以及他们之间的关系等相关文献,为本文研究假设和模型的提出奠定了理论基础。第三部分：研究设计与统计分析。首先对本文的研究变量进行界定,然后提出了本文的研究假设和模型。同时采用国外较为成熟的量表对大连市地区企业的员工进行调查,利用统计软件SPSS18.0对收集的数据进行描述性统计分析、信度和效度分析、相关分析以及回归分析,以验证本文提出的研究假设是否成立。第四部分：研究结论与建议。总结了本研究的主要结论,并提出相应的管理建议。通过统计分析,本文得到如下结论： (1)大连市地区企业的劳资关系氛围高于中等水平,这说明调查样本所在的企业劳资关系氛围都是比较积极、和谐的。企业管理者应该重视向这些企业学习,构建和谐的劳资关系。 (2)劳资关系氛围、工作满意度与工作绩效三者之间存在显著相关关系。其中积极劳资关系氛围与工作满意度和工作绩效各维度存在显著的正相关,消极劳资关系氛围与工作满意度工作绩效各维度存在显著的负相关,工作满意度与工作绩效各维度呈显著正相关。 (3)劳资关系氛围各维度和工作满意度对工作绩效各维度的预测能力不同。其中积极劳资关系氛围对工作绩效各维度有显著的正向预测作用,而消极劳资关系氛围对工作绩效各维度有显著的负向预测作用,并且积极劳资关系氛围各维度对工作绩效各维度的正向预测能力要高于消极劳资关系氛围对工作绩效各维度的负向预测能力。另外,积极劳资关系氛围对工作满意度有正向的预测作用,消极劳资关系氛围对工作满意度有负向预测作用：工作满意度对工作绩效的两个维度均有正向的预测作用。 (4)工作满意度在劳资关系氛围与工作绩效的关系中起中介作用。本文的创新之处在于：证明了劳资关系氛围对员工个人的工作绩效存在一定的影响,并通过工作满意一度这一中介变量间接影响工作绩效。这为企业如何提高员工个人的工作绩效提供了一定的指导意义。同时,本文的研究也丰富了劳资关系氛围的理论,为日后的深入研究打下基础,并有抛砖引玉之效。本文的不足之处在于：本文仅研究了劳资关系氛围、工作满意度和工作绩效三者之间的关系,没有涉及双组织承诺和组织绩效等相关变量,有待于进一步的研究。由于个人条件、精力和时间的制约,在研究样本和研究方法上也存在一定的局限性,建议在未来研究中扩大调查样本的范围并采用多种研究方法。
[Abstract]:In recent years, along with our country enterprise employment system marketization reform, market-oriented labor relations has basically formed and gradually occupy a dominant position. But at the same time, highlights the weak labor capital labor force imbalance, especially in 2008 after the implementation of < Labor Contract Law >, dispute cases labor is increasing rapidly, appeared the tense situation of labor relations.
A large number of studies show that the labor relations are harmonious or not will not only affect the improvement of enterprise performance, but also affect the harmony and stability of the society. Although the harmonious relations between enterprises is not a business, but a hundred years enterprise must be harmonious labor relations in enterprises. Therefore, the enterprise wants to obtain long-term the development must strive to create a positive, harmonious labor relations atmosphere, fully mobilize the enthusiasm of the staff and make them work harder, improve performance, and improve enterprise performance. Then, this paper constructs the influence of labor relations climate on job performance model, and the introduction of job satisfaction as a mediator, emphasis on labor relations the atmosphere has a direct impact on work performance at the same time, will also have an indirect effect on job performance through job satisfaction.
This paper uses empirical research methods, the Dalian City area enterprise employees as the object of this study. Through the empirical analysis of the survey sample to explore the relationship of labor relations climate, job satisfaction and job performance and the mechanism of their interaction. This thesis mainly consists of the following four parts:
The first part: introduction. Describes the background, the atmosphere on labor relations, has certain theoretical and practical significance to study the job satisfaction and job performance problems, and introduces the research content and structure of this paper, research methods and possible innovations.
The second part: literature review. Review of labor relations climate, job satisfaction and job performance and the relationship between them and other related documents, laid the theoretical foundation of this research hypothesis and model.
The third part: research design and statistical analysis. Firstly, the definition of research variables, and then puts forward research hypotheses and model. At the same time using foreign mature scales of enterprises in Dalian city staff survey, descriptive statistical analysis on the collected data using statistical software SPSS18.0, reliability analysis and validity analysis the correlation analysis, and regression analysis to verify the hypotheses in this paper is established.
The fourth part: research conclusions and recommendations are summarized. The main conclusions of this study, and put forward the corresponding management recommendations.
Through statistical analysis, the following conclusions are obtained:
(1) Dalian area enterprise labor relations climate higher than the medium level, which indicates that the sample of enterprise labor relations atmosphere is positive, harmonious. Enterprise managers should pay more attention to the study of enterprise, to build harmonious labor relations.
(2) labor relations climate, there was a significant relationship between job satisfaction and job performance. The three dimensions of positive labor relations climate and job satisfaction and job performance have significant positive correlation, negative labor relations climate and job satisfaction of job performance dimensions are negatively correlated, positively related to each dimension of job job satisfaction and job performance.
(3) labor relations climate dimensions and job satisfaction in the ability to predict the dimensions of job performance. The positive labor relations climate has a significant positive effect on each dimension of job performance, while the negative labor relations climate has significant negative predictive effect on each dimension of job performance, and positive positive predictive ability of labor relations the dimensions of job performance dimensions atmosphere is higher than that of negative labor relations atmosphere on each dimension of job performance negatively predicted ability. In addition, the positive labor relations climate has a positive predictive effect on job satisfaction, negative labor relations climate has a negative predictive effect on job satisfaction: job satisfaction on the job performance of the two dimensions have positive the prediction function.
(4) the job satisfaction plays an intermediary role in the relationship between labor relations climate and job performance.
The innovation of this paper lies in: proving the existence of certain labor relations climate influencing the working performance of employees, and through job satisfaction once this indirectly affects performance. This provides some guiding significance for enterprises to improve the job performance of the employees. At the same time, this study also enriches the labor relations the atmosphere of the theory, to lay a foundation for further study on, and have more effect.
The inadequacies of this paper is: This paper studies the labor relations atmosphere, the relationship between job satisfaction and job performance of the three, did not involve dual organizational commitment and performance related variables need to be further studied. Due to individual conditions, energy and time constraints, there are some limitations in the research sample and the research method, and using a variety of methods to expand the scope of the survey sample in future research.

【学位授予单位】：东北财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F224

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