人力资源管理实践、组织认同对新生代员工关系绩效的影响研究

发布时间：2018-02-14 11:23

  本文关键词： 新生代员工 人力资源管理实践 组织认同 关系绩效　出处：《西北大学》2017年硕士论文　论文类型：学位论文

【摘要】：互联网经济时代,80、90后这一新生代群体,正逐步成为劳动力主体及企业的中流砥柱。但由于新生代员工的成长背景正是我国改革开放带来的社会转型加速期,导致了他们具有自我意识强烈、挑战权威等特质,从而影响了新生代员工的职场表现,这与新生代员工的就业观念有关但同时也反映出传统人力资源管理模式越来越难以发挥其效力,影响力了新生代员工的组织认同感形成,使得新生代员工难以产生自发的利组织行为及关系绩效。对此,本研究旨在通过实证分析人力资源管理实践对新生代员工关系绩效的影响和组织认同的中介作用,为企业新生代员工管理提供论证和实践指导。本研究回顾了国内外新生代员工管理相关研究以及人力资源管理实践、组织认同和关系绩效的相关研究及理论,分析梳理三者间的关系,提出假设并建立本文的研究模型。其次,根据研究假设和模型修改并编制针对新生代员工的问卷,并对回收的数据进行信度、效度检验和回归分析,验证假设;再次,运用三步编码法总结阿里巴巴集团的人力资源管理实践,分析其在实践中如何提升员工组织认同和关系绩效;最后,得出研究结论,并在前面研究的基础上,提出新生代员工管理的相关实践建议,并就研究中的不足提出下一步的研究方向。研究表明,人力资源管理实践正向影响新生代员工的关系绩效,也通过影响组织认同,从而促进其关系绩效的提升,即组织认同在人力资源管理实践和新生代员工关系绩效之间起中介作用。
[Abstract]:In the era of Internet economy, the post-80s group is gradually becoming the mainstay of the labor force and enterprises. However, the growth background of the new generation of employees is precisely the accelerated period of social transformation brought by China's reform and opening up. This has led to a strong sense of self-awareness, challenging authority and other characteristics, which have affected the performance of the new generation of employees in the workplace, This is related to the employment concept of the new generation of employees, but it also reflects that the traditional human resource management model is becoming more and more difficult to play its role, which has influenced the formation of the organizational identity of the new generation of employees. It makes it difficult for the new generation of employees to produce spontaneous organizational behavior and relationship performance. Therefore, the purpose of this study is to empirically analyze the impact of human resource management practice on the performance of new generation employees and the intermediary role of organizational identity. This study reviews the relevant researches and theories of human resource management practice, organizational identity and relationship performance at home and abroad. The relationship between the three is analyzed, and the hypothesis is put forward and the research model is established. Secondly, according to the research hypothesis and model, the questionnaire for the new generation of employees is revised and compiled, and the reliability, validity and regression analysis of the recovered data are carried out. Thirdly, we use the three-step coding method to summarize the human resource management practice of Alibaba Group, and analyze how to improve employee organizational identity and relationship performance in practice. Finally, we draw a conclusion, and on the basis of the previous research, Put forward the related practice suggestion of the new generation staff management, and put forward the next research direction to the deficiency in the research. The research shows that the human resource management practice positively affects the relationship performance of the new generation of employees, and also influences the organizational identity. In order to promote its relationship performance, organizational identity plays an intermediary role between human resource management practice and new generation employee relationship performance.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
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本文编号：1510592