新员工组织社会化、情感承诺与知识共享的关系研究

发布时间：2018-04-30 14:50

本文选题：银行业 + 新员工　；参考：《东北财经大学》2012年硕士论文

【摘要】：随着知识经济的到来,知识管理受到越来越多的重视,作为知识管理过程重要环节之一的知识共享也逐渐受到研究者以及组织管理者的关注。通过知识共享,员工间交流彼此的知识,将个人的经验、知识扩散化,利于知识的创新,提高组织的核心竞争力,对组织的发展有重要影响。影响知识共享的因素有很多,本文选取了组织社会化及情感承诺两个变量,研究三者之间的关系,并选取了新员工作为研究对象。以往的研究中,将这三个变量放入一个框架中进行探讨的并不多。研究组织社会化的很多学者都选取组织中的新员工为研究对象,因为刚进入组织的员工有着明显区别于老员工的特点,对他们进行研究更有针对性,此外很多新员工是很有潜力的,他们日后很可能会成为组织的核心力量,对其进行研究对管理者具有重要意义。本文以大连地区银行业的新员工为调查对象,采用问卷调查形式,并利用SPSS17.0进行数据分析,研究组织社会化、情感承诺与知识共享之间的关系,希望能对大连银行业新员工的管理提供合理的建议。本文共包括五个部分：第一部分介绍了本文的研究背景与意义、研究目的与方法及研究框架等内容；第二部分综述了国内外有关组织社会化、情感承诺、知识共享及三者间的关系的研究成果；第三部分提出了本文的研究设计,对研究变量进行了界定、提出了研究假设及研究模型、确定了所选用的量表等；第四部分是实证研究,通过对问卷结果进行信度和效度分析、差异性分析、相关分析及回归分析探讨了组织社会化、情感承诺与知识共享之间的关系；第五部分总结了分析的结果。通过分析,本文的结论如下： (1)大连银行业新员工组织社会化、情感承诺及知识共享的水平都处于中等偏上的水平。 (2)人口统计变量中仅研究对象所处的职位对前景感知程度及情感承诺存在显著差异,其他的人口统计变量对这三个变量没有显著差异。 (3)组织社会化的四个维度与情感承诺存在显著的正相关关系,获得同事支持程度、了解组织程度和前景感知程度与知识共享存在显著的正相关关系,情感承诺与知识共享存在显著的正相关关系。 (4)接受训练程度、获得同事支持程度和前景感知程度对情感承诺有正向的预测作用,获得同事支持程度对知识共享有显著的预测作用,情感承诺对知识共享也有显著的正向预测作用。 (5)情感承诺在组织社会化的同事支持程度这一维度与知识共享之间起到中介作用。本文的创新点是研究视角比较有新意,目前学者对组织社会化、情感承诺与知识共享三者之间的研究并不是很系统,本文的研究在一定程度上能丰富相关的理论研究；另外,本文通过研究发现了组织社会化的四个维度中仅获得同事的支持程度这一个维度与知识共享存在正向影响,且情感承诺在这个过程中起完全中介作用,组织社会化的其他三个维度与知识共享无显著的正向影响,这一结论具有一定的创新性。本文的不足之处主要有：研究样本偏少,并且主要针对的是大连地区的银行业,研究结果没有普遍性,以后的研究可以考虑扩大地区及行业；研究方式较为单一,未能与访谈等方式相结合,以提高信息的准确性及真实性；本文仅研究了组织社会化、情感承诺及知识共享间的关系,而在中国特殊的文化背景下,“关系”对知识共享可能也有很大的影响,本文并没有涉及,未来的研究可以引入这一变量,提出更有效的管理建议。
[Abstract]:With the advent of knowledge economy, knowledge management is being paid more and more attention. As one of the important links of knowledge management, knowledge sharing is gradually concerned by researchers and organization managers. Through knowledge sharing, knowledge sharing among employees, personal experience, knowledge diffusion, innovation of knowledge, and improvement of organization The core competitiveness has an important impact on the development of the organization.
There are many factors affecting knowledge sharing. This paper selects two variables of organizational socialization and emotional commitment, studies the relationship between the three, and selects the new member work as the research object. In the previous study, the three variables were not discussed in a framework. Many scholars who studied the socialization of the organization chose the organization. The new employee is the research object, because the employees who have just entered the organization are distinctly different from the old employees and are more targeted to them. In addition, many new employees are very potential. They will probably become the core strength of the organization in the future. It is of great significance for the managers to study them. This article is in Dalian. The new employee of the district banking industry is the survey object, using the questionnaire survey form, and using SPSS17.0 to analyze the data, to study the relationship between organizational socialization, emotional commitment and knowledge sharing, and hope to provide reasonable suggestions for the management of new employees in Dalian banking industry.
This article consists of five parts: the first part introduces the background and significance of the research, the purpose and methods of the study, and the framework of the research. The second part summarizes the research results of the socialized organization, emotional commitment, knowledge sharing and the relationship between the three parties at home and abroad; and the third part puts forward the research design and research of this article. The variables are defined, the research hypothesis and the research model are put forward, and the selected scale is determined. The fourth part is an empirical study. Through the analysis of the reliability and validity of the questionnaire, the difference analysis, the correlation analysis and the regression analysis, the relationship between the organizational socialization and the emotional commitment and knowledge sharing is discussed; the fifth part is general. The results of the analysis were concluded.
Through the analysis, the conclusion of this paper is as follows:
(1) the level of organizational socialization, affective commitment and knowledge sharing of new employees in Dalian banking industry is at an intermediate level.
(2) there are significant differences in the perceived degree and emotional commitment of the only research subjects in the demographic variables, and there is no significant difference between the other demographic variables on the three variables.
(3) there is a significant positive correlation between the four dimensions of organizational socialization and emotional commitment, and the degree of co-worker support is obtained. There is a significant positive correlation between the degree of organizational level and the degree of perspective perception and knowledge sharing, and there is a significant positive correlation between affective commitment and knowledge sharing.
(4) the degree of acceptance of training, the degree of peer support and the degree of perspective perception have a positive predictive effect on emotional commitment, and the degree of peer support has a significant predictive effect on knowledge sharing, and emotional commitment has a significant positive predictive effect on knowledge sharing.
(5) affective commitment plays a mediating role between the dimensions of organizational socialization support and knowledge sharing.
The innovation point of this paper is that there is a new idea in the research perspective. At present, the scholars' research on organizational socialization, emotional commitment and knowledge sharing is not very systematic. The research in this paper can enrich the relevant theoretical research to some extent. In addition, this paper finds that only colleagues are obtained from the four dimensions of organizational socialization through the study. There is a positive impact on the degree of support and knowledge sharing, and the affective commitment plays a complete intermediary role in this process. The other three dimensions of organizational socialization have no significant positive impact on knowledge sharing. This conclusion has a certain innovation.
The inadequacies of this paper are as follows: there are few research samples and mainly aimed at the banking industry in Dalian area, the results of the research are not universal, and the future research can consider expanding the region and industry; the research mode is relatively simple and not combined with interviews in order to raise the accuracy and authenticity of the information. In the special cultural background of China, "relationship" may also have a great influence on knowledge sharing. This paper does not involve the introduction of this variable and put forward more effective management suggestions in the future.

【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】：C936;F224

【参考文献】