内疚倾向对工作绩效的影响及作用机制研究

发布时间：2018-03-26 12:03

本文选题：内疚倾向　切入点：工作绩效　出处：《哈尔滨工业大学》2017年硕士论文

【摘要】：当前企业之间的竞争愈发激烈,要让企业保持优势,学会选择人才和识别人才发挥着重要的作用。来源自心理学的内疚是一种负面情绪,最近研究显示它可以带来积极作用,在工作场所中具有内疚倾向的员工是更愿意为组织付出的好员工。那么具有内疚倾向的员工能带来更多的工作绩效吗?他是通过什么方式能提高工作绩效呢?对于在不同环境中的个体,个人的内疚倾向特质对工作绩效的影响是否会不同?为了回答上述问题,本研究在回顾了认知资源理论和注意的资源理论的基础上,从关注员工个体在不同类型的工作环境下能表现出自己最好的绩效水平的角度出发,构建了员工内疚倾向影响工作绩效的研究理论框架。本研究基于理论进行推论提出了一系列研究假设,包括员工内疚倾向影响工作绩效的直接效应;揭示工作投入在内疚倾向影响工作绩效的中介机制;分析不同环境下内疚倾向影响工作绩效程度的区别,工作压力的调节作用。本文为了验证研究假设,采用发放问卷的形式进行实证分析。向不同企业的员工发放电子问卷,共回收有效问卷319份。运用SPSS和AMOS对量表进行检验,结果显示量表具有良好的的信度、效度,保证了数据的有效性。然后运用回归分析的统计方法检验本文的研究假设。实证研究结果揭示了员工内疚倾向与工作绩效之间的关系。实证分析表明:员工内疚倾向正向且显著影响工作绩效;员工内疚倾向是通过工作投入这一机制影响工作绩效;当员工处在工作压力较高的环境中,员工内疚倾向正向影响工作绩效的关系减弱,而当员工处在工作压力较低的环境中,员工内疚倾向正向影响工作绩效的关系增强。因此,为了给企业带来最大的效益,管理者一方面要会选择员工,一方面要会把不同的员工放在适合的岗位上。根据本研究的实证分析结果,企业的管理者可以通过在招聘、晋升环节注重员工内疚倾向品质、合理管理员工内疚情绪、提高工作环境与员工匹配度和引导员工合理分配认知资源等多项实践管理策略来促进员工工作绩效的有效提升,具有较强的理论意义和实际意义。
[Abstract]:The competition between enterprises is becoming more and more intense. To keep enterprises in a good position and learn to choose and identify talents, they play an important role. Guilt from psychology is a kind of negative emotion, and recent research shows that it can bring positive effects. Employees with guilt tendencies in the workplace are good employees who are more willing to pay for the organization. Can guilty employees bring more job performance? How can he improve his performance? For individuals in different environments, will the impact of individual guilt traits on job performance be different? In order to answer the above questions, based on the review of cognitive resource theory and attentional resource theory, this study focuses on the best performance level of individual employees in different working environments. The theoretical framework of the research on the influence of employee guilt tendency on job performance is constructed. A series of research hypotheses are put forward based on the theoretical inference, including the direct effect of employee guilt tendency on job performance. In order to verify the hypothesis, this paper reveals the mediating mechanism that work commitment affects job performance in guilt tendency, analyzes the difference of guilt tendency influencing work performance in different environments, and the regulating effect of job stress. The questionnaire was issued to employees in different enterprises, and 319 valid questionnaires were collected. SPSS and AMOS were used to test the scale. The results showed that the scale had good reliability and validity. The validity of the data is ensured. Then the statistical method of regression analysis is used to test the hypothesis of this paper. The empirical results reveal the relationship between employee guilt tendency and work performance. The empirical analysis shows that: employee guilt. Positive tendency and significant influence on job performance; Employee guilt tendency affects job performance through the work commitment mechanism. When the employee is in a high work stress environment, the relationship between the employee guilt tendency and the work performance is weakened, while when the employee is in a low work stress environment, the relationship between the employee guilt tendency and the work performance is weakened. In order to bring the most benefits to the enterprise, managers should, on the one hand, choose employees. On the one hand, different employees should be placed in suitable positions. According to the empirical analysis results of this study, managers of enterprises can pay attention to the quality of employees' guilt tendency in recruitment and promotion, and reasonably manage their guilt feelings. It is of great theoretical and practical significance to improve the matching degree between the working environment and the staff and to guide the staff to allocate cognitive resources reasonably to promote the effective improvement of the employee's work performance.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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