员工主观幸福感、心理资本和组织承诺的关系及其干预研究

发布时间：2018-03-13 22:37

  本文选题：企业员工　切入点：主观幸福感　出处：《山西医科大学》2017年硕士论文　论文类型：学位论文

【摘要】：目的1、了解员工主观幸福感的现状和特点,探讨影响员工主观幸福感的因素。2、探讨积极心理干预对提高员工主观幸福感、心理资本和组织承诺的作用。方法1、调查研究:采用《总体幸福感量表》、《心理资本量表》和《组织承诺量表》调查北京市某教育机构605名员工,以了解员工主观幸福感的特点和现状,并分析其影响因素。2、干预研究:招募78名志愿者,其中38人为干预组,40人为对照组。根据调查研究结果和民营教育机构员工心理特点设计积极心理干预辅导方案。对对照组进行共计6次,每次90-120分钟的辅导,对照组不干预。研究结束后给对照组发放学习资料。3、测量法:在积极心理干预开始前十天、结束后和结束后一个月,采用《总体幸福感量表》、《心理资本量表》和《组织承诺量表》对干预组、对照组进行测量,采用重复测量方差分析、独立样本t检验等统计方法进行数据处理。结果1、调查研究结果:员工主观幸福感总分为79.91±14.274分。主观幸福感在性别、工作年限上的差异无统计学意义,在年龄、受教育程度和婚姻状况上的差异有统计学意义。在年龄上存在差异(F=16.440,p0.01),其中40岁以上组的得分最高(89.51±12.395),20-30岁组得分最低(77.51±13.770);在受教育程度上存在差异(F=2.914,p0.05),高中组得分最高(83.22±12.914),初中及以下组得分最低(76.84±16.458)。在婚姻状况上存在差异(F=10.671,p0.01),其中离婚或丧偶组得分最高(89.45±10.270),未婚组最低(77.70±14.130)。员工心理资本、组织承诺和主观幸福感相关显著,心理资本和组织承诺皆可在一定程度上预测主观幸福感,心理资本既可以直接预测主观幸福感,又可以通过组织承诺间接作用于主观幸福感,组织承诺在二者间起中介作用。2、干预研究结果:对前测、即时后测和延时后测各个指标进行的重复测量方差分析结果表明,干预组和对照组在主观幸福感总分、心理资本总分和组织承诺总分上处理效应、时间效应、处理与时间的交互作用上存在显著差异。在对生活的满足与兴趣上,处理效应(F=6.494,p0.05)、时间效应(F=14.947,p0.01)和处理与时间的交互效应(F=8.025,p0.01)显著;在精力上,处理效应(F=13.869,p0.01)、时间效应(F=11.316,p0.01)和处理与时间的交互效应(F=5.299,p0.01)显著;在忧郁和愉快的心境上处理效应(F=14.148,p0.01)、时间效应(F=7.094,p0.01)和处理与时间的交互效应(F=4.531,p0.05)显著;在松弛与紧张上,处理效应(F=9.269,p0.01)、时间效应(F=11.288,p0.01)和处理与时间的交互效应(F=6.942,p0.01)显著。对干预组对照组在不同时点的比较后发现,干预组的主观幸福感、组织承诺的即时后测与延时后测得分显著高于前测,干预组的心理资本总分即时后测高于前测。结论1、员工心理资本和组织承诺是主观幸福感的影响因素。2、员工主观幸福感为中等水平,主观幸福感在年龄、受教育程度、婚姻状况上差异显著。3、积极心理干预对于提高员工主观幸福感水平有一定效果。通过干预,员工的主观幸福感、心理资本和组织承诺均有所提高。
[Abstract]:Objective to understand the status and characteristics of 1 employees of subjective well-being, to explore the factors affecting employee subjective well-being of the.2, to explore the positive psychological intervention to improve the employees' subjective well-being, psychological capital and organizational commitment. 1 research methods, survey: the < GWBS >, < > a psychological capital scale educational institutions and organizational commitment scale < > Beijing city survey of 605 employees, with the characteristics and status of the subjective well-being of employees understand and analyze the influencing factors of.2, intervention study: recruit 78 volunteers, 38 of them for the intervention group, the control group of 40 people. The design of positive psychological intervention counseling program according to the psychological characteristics of investigation the private education institutions and employees. The control group was given a total of 6 times, every 90-120 minutes of counseling, the control group was not treated. After the end of the study to control learning materials.3 group distributed measurement method: the positive psychological intervention before the start of the ten After the end of the day, and after the end of a month, the "general well-being scale", "psychological capital scale" and "organizational commitment scale" of intervention group and control group were measured by repeated measures ANOVA, independent samples t test statistical methods for data processing. Results 1, investigation and study results: the employees' subjective well-being score was 79.91 + 14.274. The subjective well-being in gender, no significant difference, working years in age, there were statistically significant differences in the level of education and marital status. There are differences in age (F=16.440, P0.01), of which more than 40 year old group (the highest score 89.51 + 12.395), 20-30 years old group the lowest score (77.51 + 13.770); the differences in education level (F=2.914, P0.05), high school set the highest score (83.22 + 12.914), junior high school and below the lowest score group (76.84 + 16.458). The differences in marital status (F=10.671, P0.01) Among them, divorced or widowed group got the highest score (89.45 + 10.270), unmarried group was the lowest (77.70 + 14.130). Psychological capital, organizational commitment and subjective well-being were significantly related with the psychological capital and organizational commitment can forecast subjective well-being in a certain extent, the psychological capital can directly predict subjective well-being, and the indirect effect on organizational commitment and subjective well-being, organizational commitment plays an intermediary role in.2 two, the results of intervention study: the pretest, immediate posttest and delayed posttest repeated measurement of variance analysis results of each index showed that the intervention group and the control group in subjective well-being score, total score and total score of psychological capital organizational commitment on treatment effect, time effect, there are significant differences in interaction between treatment and time. The satisfaction and interest in life, the treatment effect (F=6.494, P0.05), the effect of time (F=14.947, P0.01) and processing 涓庢椂闂寸殑浜や簰鏁堝簲(F=8.025,p0.01)鏄捐憲;鍦ㄧ簿鍔涗笂,澶勭悊鏁堝簲(F=13.869,p0.01),鏃堕棿鏁堝簲(F=11.316,p0.01)鍜屽�勭悊涓庢椂闂寸殑浜や簰鏁堝海�

本文编号：1608453