自尊、幽默动机与员工创造力的关系研究

发布时间：2018-07-08 13:23

本文选题：自尊 + 幽默动机　；参考：《广东外语外贸大学》2017年硕士论文

【摘要】：大数据、云计算、经济“新常态”的时代背景,企业保持创造力是应对新形势的关键。每个人都具有创造力潜能,且创造力潜能具有可开发性。然而,一个人创造力潜能的开发提高需要多种素养,而幽默则是其中的重要素养之一,幽默与创造力显著正相关,而幽默的一个前提是自尊需要得到满足。人类所有的行为无不由某种动机引起。人们的幽默行为也正是由幽默动机引起并维持的,幽默动机对创造过程产生影响,从而影响最终的创造力。本文借鉴学习动机的开发思路提出幽默动机概念,而自尊是人格特质的核心因素之一,与创造力存在密切关系,可能通过影响动机从而影响员工创造力。因此,将幽默动机作为中介变量,研究自尊、幽默动机与员工创造力三者之间的关系。根据研究条件及样本特点调整自尊、幽默动机与员工创造力关系研究的相关量表,选取企业员工为调查对象,本研究所用的有效样本301份(其中有男性125人,女性176人),运用SPSS19.0和Mplus7.0统计分析软件对有效数据进行相关定量研究。研究结果表明:一、信效度分析结果:自尊变量的α系数为0.849,KMO为0.903;追求幽默成功动机和避免幽默失败动机的α值分别为0.854和0.911,KMO值分别为0.891和0.940,总问卷的α系数为0.788,KMO为0.906;员工创造力变量的α值为0.936,KMO为0.928。各数值都在可接受范围以上,表明各量表可靠性较高,具有较高的结构效度;二、差异性分析:年龄与学历在自尊、幽默动机与员工创造力各维度上未体现出差异性,性别仅在避免幽默失败动机维度上体现出了差异,工龄和职位级别仅在员工创造力变量上体现出了差异,岗位性质在自尊与追求幽默成功动机上体现出差异;三、回归分析:自尊与追求幽默成就动机正相关,自尊与避免幽默失败动机负相关,自尊与员工创造力正相关,追求幽默成就动机与员工创造力正相关,避免幽默失败动机与员工创造力负相关。四、中介效应分析,幽默动机在自尊与员工创造力之间起完全中介作用。结果证实了假设模型,该模型确切地说明了自尊、幽默动机与员工创造力之间复杂的内在关系。特别是其结果支持了研究假设。随后针对研究结果进行讨论,提出以提高员工创造力,进而促进企业绩效提升为目标的建议,为企业开展员工创造力的开发培训提供参考。
[Abstract]:Big data, cloud computing, the economic "new normal" background, enterprises to maintain creativity is the key to cope with the new situation. Everyone has the creative potential, and the creative potential is exploitable. However, the development of a person's creative potential needs a variety of literacy, and humor is one of the important literacy, humor and creativity are significantly positive correlation, and one of the premise of humor is that self-esteem needs to be satisfied. All human behavior is caused by some kind of motive. People's humorous behavior is also caused and maintained by humor motivation, which has an impact on the creative process, thus affecting the ultimate creativity. This paper puts forward the concept of humor motivation for reference to the development of learning motivation, and self-esteem is one of the core factors of personality traits, which is closely related to creativity, and may affect the creativity of employees through influencing motivation. Therefore, the relationship among self-esteem, humor motivation and employee creativity is studied by using humor motivation as an intermediary variable. According to the research conditions and the characteristics of the sample adjusted self-esteem, humor motivation and employee creativity related to the research scale, selected enterprise employees as the survey subjects, the study used 301 effective samples (125 men among them), SPSS 19.0 and Mplus 7.0 were used to analyze the valid data. The results show that: 1. The results of reliability and validity analysis showed that the 伪 coefficient of self-esteem variable was 0.849 KMO = 0.903, the 伪 value of pursuing humor success motivation and avoiding humor failure motivation were 0.854 and 0.911 KMO, respectively, and the 伪 coefficient of total questionnaire was 0.788KMO 0.906. The 伪 value of the quantity is 0.936 and KMO is 0.928. All values are above acceptable range, indicating that each scale has higher reliability and higher structural validity; second, difference analysis: age and education in self-esteem, humor motivation and creativity of employees in the dimensions did not show differences. Gender only reflected differences in the dimension of motivation to avoid humor failure, length of service and job level only reflected differences in the variables of employee creativity, and the nature of the post reflected differences in self-esteem and motivation for humor success. 3. Regression analysis showed that there was a positive correlation between self-esteem and humor achievement motivation, a negative correlation between self-esteem and failure motivation, a positive correlation between self-esteem and employee creativity, and a positive correlation between humor achievement motivation and employee creativity. Motivation to avoid humor failure is negatively correlated with employee creativity. Fourth, intermediary effect analysis, humor motivation plays a complete intermediary role between self-esteem and employee creativity. The results confirm the hypothetical model, which illustrates the complex interrelationship between self-esteem, humor motivation and employee creativity. In particular, the results support the research hypothesis. Then the paper discusses the results of the research and puts forward some suggestions aiming at improving the creativity of employees and promoting the performance of enterprises, which provides a reference for the development and training of employees' creativity.
【学位授予单位】：广东外语外贸大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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