组织支持感、心理授权与员工敬业度的关系研究

发布时间：2018-02-02 19:05

本文关键词： 组织支持感心理授权员工敬业度　出处：《扬州大学》2017年硕士论文　论文类型：学位论文

【摘要】：近年来,员工敬业度日益受到人们的关注,它被证实是预测组织绩效的关键因素。然而,我国企业员工的敬业度并不高,敬业程度低给企业发展造成了很多负面影响。因此,将人才留在组织,培养对组织的忠诚,提升其敬业度是企业拥有持续竞争力的重要途径。在人本管理的理念和实践中,组织和员工的关系不仅要求员工对组织的承诺,更要求组织对员工的承诺,即组织给予员工的关心、支持和认同。因此,组织支持感与员工敬业度之间的关系开始引起研究者们的关注。同时,组织支持感和员工敬业度之间是否存在中介变量,该变量如何影响组织支持感和员工敬业度之间的关系还需进一步探讨。本研究引入心理授权作为中介变量,首先对组织支持感、心理授权以及员工敬业度等方面的文献进行回顾。同时,借鉴国内外较为成熟的量表形成本文的问卷,并选取中国长三角地区高科技企业中的一线员工和中层管理者作为调查对象,采用书面问卷和网络发放相结合的方式进行调查。最后利用相关软件对收集的数据进行统计分析,得出以下研究结论:(1)组织支持感及其各维度正向影响员工敬业度;(2)组织支持感及其各维度正向影响心理授权;(3)心理授权及其工作意义、自我效能感和影响力维度正向影响员工敬业度;(4)心理授权及其工作意义、自我效能感和影响力维度在组织支持感与员工敬业度的关系中起部分中介作用,心理授权的自主性维度不起中介作用。根据研究结果,本文提出了提高企业员工敬业度的相关建议,即企业管理者可以通过增强员工对于组织支持的感知以及心理授权的水平来提高员工敬业度。
[Abstract]:In recent years, people pay more and more attention to employee engagement, which has been proved to be the key factor to predict organizational performance. However, employee engagement is not high in our country. The low degree of engagement has caused a lot of negative effects on the development of the enterprise. Therefore, talents are kept in the organization and loyalty to the organization is cultivated. In the concept and practice of people-oriented management, the relationship between organization and staff requires not only the commitment of the staff to the organization, but also the commitment of the organization to the employees. Therefore, the relationship between organizational support and employee engagement begins to attract the attention of researchers. Whether there is an intermediary variable between organizational support and employee engagement, and how this variable affects the relationship between organizational support and employee engagement, need to be further explored. First of all, review the literature on organizational support, psychological empowerment and employee engagement. At the same time, learn from the more mature scale at home and abroad to form this questionnaire. And select the front-line employees and middle managers in high-tech enterprises in the Yangtze River Delta region as the survey object. The paper adopts the combination of written questionnaire and network distribution to carry on the investigation. Finally, the statistical analysis of the collected data is carried out by using the relevant software. The following conclusions are drawn: 1) organizational support and its dimensions positively affect employee engagement; 2) the sense of organizational support and its dimensions positively affect psychological empowerment; (3) Psychological empowerment and its work significance, self-efficacy and influence dimensions positively affect employee engagement; (4) Psychological empowerment and its work significance, self-efficacy and influence dimensions play a part of intermediary role in the relationship between organizational support and employee engagement. The autonomy dimension of psychological empowerment does not play an intermediary role. According to the results of the study, this paper puts forward some suggestions to improve the employee engagement. That is, enterprise managers can enhance employee engagement by enhancing their perception of organizational support and the level of psychological empowerment.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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