企业文化对员工自我领导的影响研究

发布时间：2018-04-27 20:36

本文选题：企业文化 + 自我领导　；参考：《西南大学》2017年硕士论文

【摘要】：随着现代企业员工受教育水平的不断提高,他们越来越注重自我价值的实现和自我能力的提高,因此,企业未来不再只是依赖强制性的规章制度就能约束员工的工作行为,以保证企业持续稳定的发展,也不能仅凭增加薪酬福利等物质奖励就能加强员工的工作投入度和工作满意度,以减少员工流失率。而企业文化涵盖了整个企业的行为规范和经营理念等各个方面,它并不是通过采用强制性的手段,来让企业员工严格遵守各种规章制度和纪律法规,而是通过对企业员工的不断影响和引导,来培养他们的自主性,让员工产生一种自我约束力。因此,企业文化便成为了现代企业凝聚和引导员工为企业奉献的重要手段。在知识经济时代,企业应该注重以人为本,在组织和管理者的帮助下努力为员工的自主性、进取心和责任心等方面的培养和发展创造环境,以培养出更多具有自我领导能力的员工,从而提高企业的整体绩效。国外的许多组织已把自我领导应用于管理领域的许多方面,体现出了自我领导的巨大应用价值,然而与国外相比,国内在自我领导方面的研究才刚刚起步,关于企业文化对员工自我领导影响的研究更是少见。因此,对企业文化与员工自我领导之间的关系进行深入的研究,具有重要的理论意义和现实意义。基于此,本文的研究目的就是揭示企业文化对员工自我领导的影响作用,即不同类型的企业文化对自我领导及其各维度存在何种程度的影响,从而根据研究结论提出一些政策应用,以期为国内企业管理者从企业文化方面提高员工的自我领导能力提供一些理论参考。首先本文在阅读了企业文化和自我领导相关文献的基础上,分析了企业文化对企业具有的重要作用,以及国内外学者和企业管理者对企业文化的重视;其次综述了自我领导的研究现状,进而提出从企业文化角度出发研究员工的自我领导;再次在对国内外相关研究,包括企业文化、员工自我领导和企业文化对员工的影响等进行综述的基础上,分析了二者之间的因果关系,提出了企业文化对员工自我领导影响的研究假设,并在此基础上建立理论模型;然后使用前人设计的满足此次研究目的的调查问卷,以河南各省市的247名不同个体特征和不同行业的企业员工为研究对象,进行数据的收集,为实证研究奠定基础。本文通过SPSS23.0和AMOS21.0软件对调研收集的有效数据进行统计分析,首先进行效度分析和信度分析,以验证问卷的有效性及可靠性;其次进行描述性统计分析,以了解调查对象的基本情况以及企业文化和员工自我领导的现状;再次进行相关分析和回归分析,以研究企业文化与员工自我领导之间的影响关系;最后对研究假设进行检验。实证研究得出的结论有:第一,企业文化对员工自我领导具有显著的正向影响作用;第二,不同类型的企业文化对员工自我领导的影响程度存在差异:团队型企业文化、灵活型企业文化和市场型企业文化对员工自我领导均具有显著正向影响,且影响程度存在差异,而层级型企业文化对员工自我领导的影响不显著;第三,不同类型的企业文化对自我领导各维度的影响程度存在差异:团队型企业文化和灵活型企业文化对自我领导的三个维度均具有显著正向影响,并且影响程度存在差异,而市场型企业文化仅对自我领导的自然奖赏战略维度具有正向影响。最后,本文对研究结果进行分析,并提出一些政策应用:(1)现代企业要建设与企业和个体发展相适应的企业文化(2)团队型企业文化应作为现代企业文化建设的重点(3)具有不同类型企业文化的企业要采取差别化的管理方法
[Abstract]:With the continuous improvement of the educational level of the employees in modern enterprises, they pay more and more attention to the realization of self value and the improvement of their self ability. Therefore, the future of the enterprise is no longer dependent on the mandatory rules and regulations to restrain the employees' work behavior, so as to ensure the continuous and stable development of the enterprises, and not only the material awards, such as the increase of remuneration and welfare, etc. Encouragement can strengthen the employees' work input and job satisfaction in order to reduce the rate of employee turnover. The enterprise culture covers all aspects of the behavior norms and management concepts of the whole enterprise. It is not by the use of mandatory means to let employees strictly abide by various rules and regulations and rules and regulations, but through the employees of the enterprise. In the era of knowledge economy, enterprises should pay attention to people oriented and strive for the autonomy of employees under the help of group weaving and managers. The development and development of enterprising and responsible creativity and development create an environment to cultivate more employees with self-leadership, thus improving the overall performance of the enterprise. Many foreign organizations have applied Self Leadership in many aspects of management, reflecting the great application value of self-leadership, however, compared with foreign countries, domestic The research on self leadership has just started, and the research on the influence of corporate culture on employee self leadership is more rare. Therefore, it is of great theoretical and practical significance to study the relationship between enterprise culture and employee self leadership. The impact of industrial self leadership, that is, the influence of different types of corporate culture on Self Leadership and its dimensions, provides some policy applications according to the conclusions of the study, in order to provide some theoretical references for domestic enterprise managers to improve their self-leadership ability from the corporate culture. On the basis of the related literature of enterprise culture and self leadership, it analyzes the important role of enterprise culture to the enterprise, as well as the attention of domestic and foreign scholars and enterprise managers to the enterprise culture. Secondly, it summarizes the research status of self leadership, and then puts forward to study the Self Leadership of employees from the perspective of enterprise culture; again in China. On the basis of a summary of the external related studies, including corporate culture, employee self leadership and the influence of corporate culture on employees, this paper analyzes the causal relationship between the two and puts forward the research hypothesis of the influence of corporate culture on employees' Self Leadership, and builds a theoretical model based on this, and then uses the previous design to meet this study. The questionnaire, taking 247 different individual characteristics and enterprises in various provinces and cities of Henan as the research object, carries out the data collection and lays the foundation for the empirical research. This paper carries out the statistical analysis of the effective data collected by the SPSS23.0 and AMOS21.0 software, and first carries out the validity analysis and reliability analysis to verify the validity of the data. The validity and reliability of the questionnaire, followed by descriptive statistical analysis, in order to understand the basic situation of the survey object and the status of enterprise culture and employee self leadership; again to carry out the correlation analysis and regression analysis to study the relationship between enterprise culture and employee self leadership; finally, the research hypothesis is tested. Empirical research. The conclusions are as follows: first, corporate culture has a significant positive impact on Employee Self Leadership; second, the influence degree of different types of corporate culture on employee self leadership is different: team enterprise culture, flexible enterprise culture and market type enterprise culture have significant positive impact on employee self leadership. There are differences in the degree of influence, while the influence of hierarchical enterprise culture on employee self leadership is not significant. Third, there are differences in the influence degree of different types of corporate culture on the dimensions of Self Leadership: team type enterprise culture and flexible enterprise culture have significant positive influence on the three dimensions of self leadership, and the influence degree is stored. In the difference, the market type enterprise culture has a positive impact on the self leadership's natural reward strategy dimension. Finally, this paper analyzes the research results and puts forward some policy applications: (1) the modern enterprise should build the enterprise culture adapted to the enterprise and individual development (2) the team type enterprise culture should be built as the modern enterprise culture. Key points (3) enterprises with different types of corporate culture should adopt differentiated management methods.

【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F270

【参考文献】