建筑设计行业知识型员工工作压力与工作绩效关系研究

发布时间：2018-05-02 13:00

本文选题：建筑设计行业 + 知识型员工　；参考：《西南财经大学》2014年硕士论文

【摘要】：随着知识经济时代的到来,知识型员工作为当今社会人力资源的重要载体,其利用自己的知识和创新所创造的价值在社会总体价值中占据越来越大的比重。各行各业的管理者如何针对知识型员工的特点来对其进行有效的人力资源管理,提高知识型员工的绩效水平已经成为了人力资源管理理论研究和实践操作的重要问题。而我国目前也处于社会转型关键期,各种信息借助互联网急剧膨胀、社会各界的利益不断调整、居民生活节奏逐步加快,总体来说社会发展步伐越来越快,这也导致了企业员工面临越来越大的工作压力。本文正是在这样的现实背景之下,通过对国内外工作压力的研究理论和实证分析进行归纳和总结,选取了我国建筑设计行业知识型员工作为研究对象,通过问卷调查了解了我国建筑设计行业知识型员工的工作压力现状,并在此基础之上探讨了工作压力与工作绩效的关系,并且提出了一些针对建筑设计行业知识型员工压力现状的人力资源管理建议,以期对建筑设计企业的人力资源管理工作者有所启迪。本问卷参考Ivancevich与Matteson (1980)自编的压力测量量表、周莲英和周跃萍(2004)编制的工作生活压力问卷以及许小东(2008)自编的管理者工作压力测量量表之后针对本文的研究行业与调查对象的特殊性自编而成工作压力问卷,参照了廖俊(2011)硕士论文中的工作绩效调查问卷形成了本文的工作绩效量表对四川、安徽、上海、广东等地的建筑设计行业员工进行调研,并运用SPSS19.0统计软件对问卷回收数据进行分析。本文首先对问卷的信度和效度进行了检验,确认数据符合研究要求之后通过描述性统计分析了解了我国建筑设计行业知识型员工的工作压力现状,然后通过独立样本T检验和单因素方差分析发现除性别外的人口统计学变量对工作压力及其各维度有不同程度的显著性影响。之后又进行了相关分析与回归分析,结果显示工作压力不同维度对工作绩效的不同维度预测力不同,其中期望压力、职业发展压力对任务绩效有正向促进作用,而工作本身压力、角色模糊与冲突则对任务绩效有阻碍作用；期望压力对关系绩效具有正向作用,角色模糊与冲突、自身能力压力对关系绩效具有消极作用；而就工作绩效整体而言,职业发展压力与期望压力对工作绩效具有正向促进作用,角色模糊与冲突和自身能力压力对工作绩效有阻碍作用。我们根据回归分析结果,将职业发展压力与期望压力界定为良性压力,将角色模糊与冲突和自身能力压力界定为劣性压力。本文从提高员工的良性压力,降低劣性压力；建立有效信息传输机制,明确工作角色,减小工作压力；重视员工的个性差异,合理安排工作以及开展员工帮助计划,缓解员工工作压力四个方面给出了一些对我国建筑设计行业知识型员工进行有效压力管理的建议,从而提高员工工作绩效,进而更好的实现组织战略和目标,这也在一定程度上体现了本文的理论价值和现实意义。
[Abstract]:With the advent of the era of knowledge economy, knowledge workers, as an important carrier of human resources in today's society, take advantage of the value created by their own knowledge and innovation in the overall value of the society. The managers of all walks of life have effective human resource management on the characteristics of knowledge workers. To improve the performance level of knowledge workers has become an important issue in the theory and practice of human resource management, and China is at the critical stage of social transformation, with the rapid expansion of various information with the help of the Internet, the continuous adjustment of the interests of all sectors of the society, the gradual acceleration of the living rhythm of the residents, and the overall pace of social development in general. More and more quickly, this also causes the enterprise staff to face the more and more working pressure.
Under this realistic background, this paper summarizes and summarizes the research theory and empirical analysis of the work pressure at home and abroad, and selects the knowledge workers in the architectural design industry of our country as the research object. Through the questionnaire survey, the present situation of the work pressure of the knowledge workers in the architectural design industry of our country is understood, and the foundation is based on this basis. This paper discusses the relationship between work pressure and work performance, and puts forward some suggestions on human resource management for the pressure status of knowledge workers in the architectural design industry, with a view to enlightening the human resource management workers of the architectural design enterprises.
This questionnaire refers to the pressure measurement scale compiled by Ivancevich and Matteson (1980), the work life pressure questionnaire compiled by Zhou Lianying and Zhou Yueping (2004) and the self compiled manager's work pressure measurement scale (2008). The work performance questionnaire in the master's thesis of Jun (2011) forms the work performance scale of this paper to investigate the staff of the building design industry in Sichuan, Anhui, Shanghai, Guangdong and other places, and analyze the data of the questionnaire recovery using SPSS19.0 statistical software.
This paper first examines the reliability and validity of the questionnaire, and confirms that the data conforms to the requirements of the research, and then through descriptive statistical analysis, the present situation of the working pressure of knowledge workers in the architectural design industry of China is understood. Then, the working pressure of the demographic variables except sex is found by the independent sample T test and the single factor variance analysis. Force and its dimensions have different degrees of significant influence. After that, the correlation analysis and regression analysis are carried out. The results show that the different dimensions of work pressure are different to the different dimensions of the work performance, in which the expected pressure and the career development pressure have a positive effect on the task performance, and the work itself pressure, the role ambiguity and conflict. It has a hindering effect on task performance; expected pressure has a positive effect on relationship performance, role ambiguity and conflict, and self ability pressure has a negative effect on relationship performance; as a whole, career development pressure and expectation pressure have positive effect on work performance, role ambiguity and conflict and self ability. Stress has a hindrance to work performance. According to the results of regression analysis, we define career development pressure and expectation pressure as benign pressure, and define role ambiguity and conflict and self ability pressure as inferior pressure.
This article from four aspects of improving the employees' good pressure and reducing the inferiority pressure; establishing the effective information transmission mechanism, defining the job role, reducing the work pressure, paying attention to the employee's personality difference, arranging the work and carrying out the staff help plan, alleviating the staff's work pressure, give some knowledge workers to the construction design industry of our country. In order to improve the staff performance and achieve better organizational strategy and goals, the theoretical and practical significance of this paper is also reflected to some extent.

【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

【参考文献】