国有企业职业经理人制度实践、组织承诺与企业绩效的关系研究

发布时间：2019-05-31 16:58

【摘要】：职业经理人是企业适应现代化发展要求,实现科学管理的核心因素。对于国有企业而言,通过引进职业经理人帮助企业实现现代化改革是必须采取的方法。规范的职业经理人制度是吸引优秀职业经理人才的根本,但是企业及学术界对此概念尚无清晰的解读。因此,本文从职业经理人概念的内涵出发,结合现有学者对职业经理人制度的理解,更加清晰的界定职业经理人制度实践概念定义。企业在实施职业经理人制度的过程中具体采取的措施就是职业经理人制度实践,对这一概念学术界目前缺乏整体性研究。尚无文献可以清楚地回答职业经理人制度实践与企业绩效的关系,本文将通过实证分析进行探究,并且验证组织承诺是否在二者关系中起到中介作用。本文首先通过对国内外相关文献进行梳理,提出了职业经理人制度实践、组织承诺、企业绩效三者之间的关系假设,并依据假设构建研究模型。由于学术界缺少成熟问卷用来测量职业经理人制度实践这一概念,因此本文自主开发职业经理人制度实践问卷。首先通过梳理现有文献,提炼典型题项,邀请专家进行筛选,并对题项表述进行修正,形成职业经理人制度实践问卷初稿。然后,通过小样本预测试,对题项的内容结构、表述的易读性、清晰度等方面进行修改和调整。最后,经过信效度检验,确定该问卷由8个维度,35个题项组成。本文采用成熟问卷来测量组织承诺与企业绩效,调查样本选取中国大连高级经理学院的249名国有企业中高层管理者。借助统计分析工具SPSS17.0和Amos17.0对数据进行信度、效度检验,相关分析和回归分析。最终得出如下结论：(1)职业经理人制度实践与组织承诺正相关。其中,职业经理人制度实践前提、选聘制度实践、培养制度实践、激励制度实践、内部流动制度实践与情感承诺正相关；培养制度实践、约束制度实践、内部流动制度实践与持续承诺正相关。(2)职业经理人制度实践与企业绩效正相关。其中,职业经理人制度前提、选聘制度实践、培养制度实践、激励制度实践、约束制度实践、内部流动制度实践均与企业绩效正相关。(3)情感承诺、持续承诺与企业绩效正相关。(4)组织承诺在职业经理人制度实践与企业绩效之间起到部分中介的作用。(5)不同个体特征(性别、年龄、工龄)和组织特征(职位种类、行业、公司规模)在职业经理人制度实践、组织承诺、企业绩效三者关系中起调节作用。
[Abstract]:Professional manager is the core factor for enterprises to adapt to the requirements of modern development and realize scientific management. For state-owned enterprises, it is necessary to introduce professional managers to help enterprises achieve modernization reform. The standardized professional manager system is the foundation to attract excellent professional managers, but there is no clear interpretation of this concept in enterprises and academia. Therefore, starting from the connotation of the concept of professional manager, combined with the understanding of professional manager system by existing scholars, this paper defines the concept of professional manager system practice more clearly. The concrete measure taken by enterprises in the process of implementing professional manager system is the practice of professional manager system, and there is a lack of holistic research on this concept in academic circles at present. There is no literature to clearly answer the relationship between professional manager system practice and corporate performance. This paper will explore through empirical analysis and verify whether organizational commitment plays an intermediary role in the relationship between the two. Firstly, by combing the relevant literature at home and abroad, this paper puts forward the hypothesis of the relationship among professional manager system practice, organizational commitment and enterprise performance, and constructs a research model according to the hypothesis. Due to the lack of mature questionnaires to measure the concept of professional manager system practice, this paper independently develops the professional manager system practice questionnaire. First of all, by combing the existing literature, refining typical items, inviting experts to screen, and revising the description of the items, the first draft of the professional manager system practice questionnaire is formed. Then, through the small sample pre-test, the content structure of the item, the readability and clarity of the expression are modified and adjusted. Finally, through the reliability and validity test, it is determined that the questionnaire is composed of 8 dimensions and 35 items. In this paper, the mature questionnaire was used to measure organizational commitment and enterprise performance, and 249 middle and senior managers of state-owned enterprises in Dalian Senior Manager College, China were selected. With the help of statistical analysis tools SPSS17.0 and Amos17.0, the reliability, validity, correlation analysis and regression analysis of the data were tested. Finally, the following conclusions are drawn: (1) the practice of professional manager system is positively related to organizational commitment. Among them, the premise of professional manager system practice, the practice of selection and employment system, the practice of training system, the practice of incentive system, the practice of internal flow system and emotional commitment are positively related to the practice of professional manager system. There is a positive correlation between the practice of training system, the practice of restraint system and the practice of internal flow system and continuous commitment. (2) the practice of professional manager system is positively correlated with enterprise performance. Among them, the premise of professional manager system, the practice of selection and employment system, the practice of training system, the practice of incentive system, the practice of restraint system and the practice of internal flow system are all positively related to the performance of enterprises. (3) emotional commitment, Continuous commitment is positively related to corporate performance. (4) organizational commitment acts as a partial intermediary between the practice of professional manager system and corporate performance. (5) different individual characteristics (gender, age, length of service) and organizational characteristics (type of position, Industry, company size) plays a regulatory role in the practice of professional manager system, organizational commitment and enterprise performance.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F276.1

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