组织内向上影响策略结构及策略有效性研究

发布时间：2018-04-17 02:35

本文选题：向上影响 + 策略效果　；参考：《云南财经大学》2017年硕士论文

【摘要】：随着组织结构逐渐精简与授权员工开始盛行,向上影响显得特别重要。向上影响就是下属有计划地运用各种策略影响上级的过程。影响策略的有效性,即影响策略帮助向上影响行为取得成功的程度,对于提升向上影响的影响力发挥了重要作用。研究向上影响策略的有效性对个人和组织均有重要意义:一方面,有效的向上影响可以使下属获得个人利益、使自己的意见得到支持、改善形象、改善绩效,实现自我价值。对上级而言,有效地接纳下属的想法能够避免固步自封,减轻决策压力,提高自身工作效率,使组织受益的同时增强个人的领导力;另一方面,组织通过有效接收来自底层的有效信息,提升组织决策的科学性,增强组织的凝聚力,有助于实现人才的脱颖而出和组织绩效的提升。基于此本文溯本求源,从向上影响“策略使用——策略有效性”这一完整过程出发,以组织中向上影响策略有效性为核心,采用定性研究与定量研究相结合的方法,借鉴向上影响理论、领导理论、组织理论等相关研究,通过问卷调查、探索性和验证性因子分析、相关分析和方差分析等方法,首先构建并验证理论模型,接着探讨向上影响策略使用与策略效果之间的关系,最后在领导风格和组织文化的影响下,审视向上影响策略的目标者对策略效果的评价差异及其背后的上级心理和行为特征。通过实证研究,本文主要得出以下三点结论:第一,中国文化下组织内有六种常用的向上影响策略,分别是以理服人和工作表现、直接胁迫、诉诸规则、越级诉讼、利诱和关系策略。并且反映出各策略的有效性特征,一般来说以理服人和工作表现策略最为有效,直接胁迫策略最为无效。第二,通过向上影响策略使用频率与策略有效性之间的关系研究证明,二者之间相关性不显著。即“频率”与“有效”是两回事,无法用策略使用频率代替策略效果,进行对向上影响策略有效性的预测。第三,通过领导风格、组织文化对向上影响策略有效性的关系研究证明,领导风格和组织文化分别对策略有效性产生影响,但二者交互作用不显著。具体而言,对于关系策略,针对团体维系型和个人品德型上级实施均比针对目标达成型上级实施效果更佳,在创新型和支持型组织文化中实施均比在官僚型组织文化中实施效果更佳;对于越级诉讼策略和利诱策略,在创新型和支持型组织文化中实施均比在官僚型组织文化中实施效果更佳。
[Abstract]:With the gradual streamlining and empowerment of organizational structure, upward impact is particularly important.Upward impact is the process by which subordinates systematically use various strategies to influence their superiors.The effectiveness of the influence strategy, that is, the degree of success that the influence strategy helps to achieve, plays an important role in enhancing the influence of the upward impact.It is important to study the effectiveness of upward impact strategies for both individuals and organizations: on the one hand, effective upward influence can make subordinates gain personal benefits, support their opinions, improve their image, improve their performance, and realize their self-worth.For superiors, an effective acceptance of subordinates' ideas can avoid complacency, reduce decision-making pressure, improve efficiency, benefit the organization and enhance personal leadership; on the other hand,By effectively receiving the effective information from the bottom, the organization can enhance the scientific nature of the organization's decision-making, strengthen the cohesion of the organization, and help to achieve the talent stand out and the organizational performance.Based on this research, this paper starts from the whole process of "strategy use-strategy effectiveness", takes the effectiveness of upward influence strategy as the core, and adopts the method of combining qualitative and quantitative research.Through questionnaire survey, exploratory and confirmatory factor analysis, correlation analysis and variance analysis, we first build and verify the theoretical model.Finally, under the influence of leadership style and organizational culture, this paper examines the differences in the evaluation of the effects of the upward impact strategies and the psychological and behavioral characteristics of their superiors.Through empirical research, this paper draws the following three conclusions: first, there are six common upward influence strategies in Chinese culture, namely, convincing people and performance, direct coercion, recourse to rules, and leapfrogging litigation.Inducement and relationship strategy.And it reflects the effectiveness of each strategy. Generally speaking, the strategy of convincing people and working performance is the most effective, and the strategy of direct coercion is the most ineffective.Secondly, it is proved that there is no significant correlation between the frequency of strategy use and the effectiveness of strategies.That is, "frequency" and "effectiveness" are two different things.Thirdly, through the study of the relationship between leadership style and organizational culture, it is proved that leadership style and organizational culture affect the effectiveness of strategy respectively, but the interaction between them is not significant.Specifically, for the relationship strategy, the implementation of group maintenance and personal moral superior is better than that of target achievement.Implementation in innovative and supportive organizational culture is better than that in bureaucratic organizational culture; for leapfrogging litigation strategy and inducement strategy,It is better to carry out in innovative and supportive organizational culture than in bureaucratic organizational culture.
【学位授予单位】：云南财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F274

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