工作不安全感、组织承诺与工作绩效关系研究

发布时间：2019-04-23 22:31

【摘要】：在激烈的市场竞争中,企业变革的脚步加快,业务的更新、组织结构的调整和人员的裁减成为常态,导致员工的工作压力与日激增,由此产生了工作不安全感。目前,在学术界,对工作不安全感结果变量的研究比较散乱,对工作不安全感与工作绩效关系的研究结论也不一致。那么,工作不安全感对工作绩效究竟有何影响?又是通过何种机制产生影响的?本研究在对相关理论和文献进行回顾总结的基础上,将工作不安全感划分为工作数量不安全感、工作质量不安全感,引入组织承诺作为中介变量和调节变量,将组织承诺划分为理性承诺与感性承诺,建立了工作不安全感、组织承诺和工作绩效关系的研究假设,提出了理论模型。本文将中信银行某分行作为调查样本发放调查问卷,继而搜集到第一手信息,充分运用spss数据分析软件的信度效度、描述性统计、回归分析三种分析方式,讨论模型影响效果,确立了各变量之间的影响关系。本研究得出的主要结论如下:第一,不同人口学特征的员工在工作不安全感方面存在差异。第二,工作不安全感与工作绩效存在负相关。工作数量不安全感与工作绩效负相关,工作质量不安全感与工作绩效负相关。第三,工作不安全感与组织承诺负相关。工作数量不安全感、质量不安全感与感性承诺、理性承诺均存在负相关关系。第四,感性承诺在工作不安全感对工作绩效的影响中起中介作用。最后,本文从降低员工工作不安全感、增强组织承诺与员工工作绩效的角度出发,对整个银行业提升员工工作绩效与管理实践提出了改进建议。
[Abstract]:In the fierce market competition, the pace of enterprise reform is speeding up, business renewal, organizational structure adjustment and personnel reduction become the norm, resulting in the employees' work pressure and daily surge, resulting in job non-sense of security. At present, in academic circles, the research on job non-sense of security outcome variables is rather scattered, and the research conclusions on the relationship between job non-sense of security and job performance are not consistent. So, what is the impact of job-not-sense of security on job performance? And through what mechanisms do they have an impact? On the basis of reviewing the relevant theories and literature, this study divides job insecurity into job quantity insecurity and work quality not sense of security, and introduces organizational commitment as intermediary variable and adjustment variable. This paper divides organizational commitment into rational commitment and perceptual commitment, establishes the research hypotheses of the relationship between job non-sense of security, organizational commitment and job performance, and puts forward a theoretical model. In this paper, a branch of CITIC Bank is used as a sample to issue questionnaires, and then first-hand information is collected. The reliability and validity of spss data analysis software, descriptive statistics and regression analysis are used to discuss the effect of the model. The influence relationship among the variables is established. The main conclusions of this study are as follows: first, there are differences in job non-sense of security among employees with different demography characteristics. Second, there is a negative correlation between job non-sense of security and job performance. Job quantity insecurity was negatively correlated with job performance, and job quality was negatively related to job performance. Third, work not sense of security is negatively related to organizational commitment. Job quantity insecurity, quality non-sense of security and emotional commitment, rational commitment have a negative correlation. Fourth, emotional commitment plays an intermediary role in the impact of job non-sense of security on job performance. Finally, from the point of view of reducing the sense of security of employees and enhancing the organizational commitment and the performance of employees, this paper puts forward some suggestions to improve the performance and management practice of employees in the whole banking industry.
【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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