员工工作幸福感、组织承诺与员工创新绩效的关系研究

发布时间：2018-04-26 19:27

本文选题：工作幸福感 + 组织承诺　；参考：《北京邮电大学》2017年硕士论文

【摘要】：随着信息技术的飞速发展,创新已经成为一个企业获得持续发展的根本动力,创新水平成为衡量一个企业前景如何的关键指标。然而企业的创新水平的高低主要取决于员工创新绩效的高低。目前对员工创新绩效的研究,学者们大多从组织层面或系统层面进行研究,较少从个体层面进行研究,本研究就将从个体层面研究影响员工创新绩效的因素,并对如何提高员工创新绩效提出意见和建议。本研究通过综述工作幸福感、组织承诺与员工创新绩效三方面的理论,构建了一个基本研究框架,此研究框架以“工作幸福感”为自变量,“组织承诺”为中介变量,“员工创新绩效”为因变量,在这个研究框架中,工作幸福感的维度包括工作价值、人际关系、发展前景、福利待遇、环境驾驭、自我接受、自主性。组织承诺包括情感承诺、持续承诺和规范承诺三个维度,在这些维度的基础上提出了相应的研究假设,共计23个。然后确立了本研究的总体框架。运用信度检验、效度检验、因子分析、相关分析、回归分析等统计方法进行数据分析,经过实证分析,得到以下结论:1、工作幸福感对组织承诺有显著正向影响作用。2、工作幸福感对员工创新绩效有显著正向影响作用。3、组织承诺对员工创新绩效有显著正向影响作用。4、组织承诺在工作幸福感对员工创新绩效的影响中起部分中介作用。情感承诺、规范承诺在工作幸福感对员工创新绩效的影响中起部分中介作用。5、持续承诺在工作幸福感对员工创新绩效的影响中没有起到中介作用。基于上述研究结论,本文从组织角度和个人角度提出提升员工创新绩效的对策建议。
[Abstract]:With the rapid development of information technology, innovation has become the fundamental driving force for an enterprise to achieve sustainable development, and the level of innovation has become the key index to measure the future of an enterprise. However, the innovation level of enterprises mainly depends on the innovation performance of employees. At present, most of the researches on employee innovation performance are carried out from the organizational level or the system level, and less from the individual level. This study will study the factors that affect the employee innovation performance from the individual level. And how to improve employee innovation performance advice and suggestions. By summarizing the theories of job well being, organizational commitment and employee innovation performance, this study constructs a basic research framework, which takes "job well being" as independent variable and "organizational commitment" as intermediary variable. In this research framework, the dimensions of job well being include work value, interpersonal relationship, development prospect, welfare treatment, environment control, self-acceptance and autonomy. Organizational commitment includes three dimensions: affective commitment, persistent commitment and normative commitment. On the basis of these dimensions, the corresponding research hypotheses are put forward, totalling 23. Then the overall framework of this study is established. Using reliability test, validity test, factor analysis, correlation analysis, regression analysis and other statistical methods to carry out data analysis, after empirical analysis, The following conclusions are as follows: 1. Job well being has significant positive effect on organizational commitment, job well being has significant positive influence on employee's innovation performance .3. organizational commitment has significant positive influence on employee's innovation performance. Organizational commitment plays an intermediary role in the impact of job well-being on employee innovation performance. Emotional commitment, normative commitment plays a part of intermediary role in the impact of job well-being on employees' innovation performance, and continuing commitment does not play an intermediary role in the impact of job well-being on employees' innovation performance. Based on the above conclusions, this paper puts forward countermeasures and suggestions to improve employee innovation performance from the perspective of organization and individual.
【学位授予单位】：北京邮电大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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