心理资本对员工工作幸福感的影响-支持型领导的调节作用

发布时间：2018-02-01 05:55

本文关键词： 心理资本工作幸福感支持型领导　出处：《首都经济贸易大学》2017年硕士论文　论文类型：学位论文

【摘要】：80后、90后己成为职场主力军。他们希望在工作中得到领导的平等对待,希望自己能有一个轻松愉悦的工作氛围;同时进取心强,期待在自己所从事的职业上有所成就。新生代员工更追求内心的快乐和重视工作的发展前景,而并非只在意目前收入的高低。因此研究员工的工作幸福感,具有现实意义。研究发现,幸福感强的员工在工作中会更努力,更容易提出创造性的方案,在遇到困难时能以积极的心态去应对。同时,快乐员工在工作中表现出更高的积极性,更低的缺勤率和离职率,表现出更高的组织承诺有利于形成快乐的组织氛围,与投入-产出比、利润率和工作绩效相关显著。因此研究工作幸福感有一定的意义。工作幸福感的影响因素有很多,有学者将其进行分类,有个体因素,工作因素以及组织因素,其中组织因素会调节其他因素对工作幸福感的影响,研究较多的是组织氛围和组织支持感,而笔者认为组织的支持过于笼统,应该更具体一点。在组织中,直接主管主导了部门内的工作节奏,相互之间的关系,因此直接主管决定了员工对一个组织的整体感觉。新时代的员工和以往的员工不同,他们十分注重与直接领导之间的互动,希望能够得到平等的对待。大量研究表明,直接领导的幽默感直接影响他们是否愿意加入这个组织,实践也表明员工离职行为与他们的直接上级相关,因此员工在组织中的直接主管直接影响了他们在组织中工作幸福感的感知。因此本文将研究支持型领导对心理资本和工作幸福感关系的调节作用。本文以问卷调查的形式,对195名85后员工进行调查,研究发现,中国情境下的心理资本有事务型心理资本和人际型心理资本组成,事务型心理资本与工作幸福感呈正相关,人际型心理资本与工作幸福感呈正相关,支持型领导与工作幸福感呈正相关,支持型领导调节事务型心理资本与工作幸福感的关系,支持型领导调节人际型心理资本与工作幸福感的关系。
[Abstract]:After 80, 90 has become the main force in the workplace. They hope to get equal treatment in the work, hope that they can have a relaxed and pleasant work atmosphere; At the same time, enterprising, looking forward to their own career achievements. The new generation of employees more pursuit of inner happiness and pay attention to the development of work prospects. Therefore, it has practical significance to study the work happiness of employees. The study found that the workers who have a strong sense of happiness will work harder in their work and are more likely to come up with creative solutions. At the same time, happy employees showed higher enthusiasm, lower absenteeism rate and lower turnover rate. Showing a higher organizational commitment is conducive to the formation of a happy organizational atmosphere with an input-output ratio. Profit margin and job performance are significantly related. Therefore, the study of job well-being has a certain significance. There are many factors affecting job well-being, some scholars classify it, there are individual factors, work factors and organizational factors. Among them, organizational factors will adjust the impact of other factors on job well-being, more research is the organizational atmosphere and organizational support, and the author believes that organizational support is too general, should be more specific. In the organization. The direct supervisor dominates the rhythm of work within the department and the relationship between them, so the direct supervisor determines the overall perception of the organization. The new era of employees is different from previous employees. They are focused on interaction with direct leadership and want to be treated equally. A large number of studies have shown that the sense of humor of direct leadership directly affects their willingness to join the organization. Practice also shows that employee turnover behavior is related to their direct superiors. Therefore, the direct supervisor of employees in the organization has a direct impact on their perception of job well being in the organization. Therefore, this paper will study the role of supportive leadership in regulating the relationship between psychological capital and job well being. In the form of a check. 195 post-85 employees were investigated. The results show that psychological capital in Chinese context consists of transactional psychological capital and interpersonal psychological capital, and transactional psychological capital is positively correlated with job well being. Interpersonal psychological capital is positively correlated with job well-being, supportive leadership is positively correlated with job well-being, and supportive leadership adjusts the relationship between transactional psychological capital and job well-being. Supportive leaders regulate the relationship between interpersonal psychological capital and job well-being.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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