领导者非权变惩罚行为对员工额外努力意愿的影响机制研究

发布时间：2018-03-19 10:17

  本文选题：非权变惩罚行为　切入点：额外努力意愿　出处：《南京大学》2017年硕士论文　论文类型：学位论文

【摘要】：企业常常采用惩罚手段来管理和约束员工,以实现提高员工绩效、敬业度的目的,然而无论是企业还是学术界对于惩罚行为的实施效果却鲜有研究,惩罚行为是否能够帮助我国企业实现初衷还无从得知。为了加深企业和学术界对惩罚行为的认识,本文以领导者非权变惩罚行为为落脚点,基于有关理论,探讨领导者非权变惩罚行为对员工的额外努力意愿造成的影响,以及员工组织政治知觉的中介作用和情感信任(员工对领导的情感信任)对非权变惩罚行为与额外努力意愿两者的调节作用。本研究以一家主要从事生产液晶显示屏的外资制造型企业下属南京分公司的一线员工作为研究对象,对其进行问卷调查。在对问卷进行信效度检验及共同方法偏差的基础上,用逐层回归法对研究假设进行了验证。实证结果发现,领导者非权变惩罚行为会对员工额外努力意愿产生负面影响,同时,员工组织政治知觉在非权变惩罚行为与员工的额外努力意愿之间存在中介作用。而员工对领导者的情感信任则正向调节了非权变惩罚行为与员工组织政治知觉之间的关系,即情感信任加深了组织政治知觉在非权变惩罚行为和员工额外努力意愿之间的中介传导效应。最后本文讨论了研究结论,强调了领导者非权变惩罚行为的负面作用,对企业采取惩罚手段提出了建议,并对未来研究进行了展望。
[Abstract]:Companies often use punishment means to manage and manage the staff, to improve staff performance, the purpose of engagement, however, the implementation effect of enterprises and academia to punish the behavior is rarely studied, punishment is able to help Chinese enterprises to achieve the original intention also not know. In order to enhance corporate and academic understanding of punishment in this paper, the leader of non contingent punishment behavior as the foothold, based on the related theory, to explore the influence of leaders of non contingent punishment for the behavior of employees will cause extra effort, and organizational political perception and the mediating effects of emotional trust (staff to the leadership of the affective trust) Regulation of non contingent punishment behavior and extra effort will both the research of this study. As a front-line staff to a mainly engaged in the production of liquid crystal display of foreign manufacturing enterprises under the Nanjing branch The object on the questionnaire survey. Based on the deviation of validity and common method of questionnaire, using layer by layer regression method to test the hypothesis. The empirical results show that the leaders of non contingent punishment behavior will have a negative impact on employees, the extra effort will exist at the same time, the intermediary role between perceived willingness to work extra hard organizational politics in the non contingent punishment behavior and employees. Employees of the leader's emotional trust is positively moderates the relationship between non contingent punishment behavior and employees' perceptions of organizational politics, which deepened the mediation effect of emotional trust perceptions of organizational politics between non contingent punishment behavior and willingness to work additional employees. Finally discussed in this paper. The conclusion of the study, stressed the negative effects of leaders of non contingent punishment behavior, adopt the proposed punishment to the enterprise, and the future research. Look ahead.

【学位授予单位】：南京大学
【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：1633831