组织社会化对员工建言行为的影响研究

发布时间：2018-01-02 21:27

本文关键词：组织社会化对员工建言行为的影响研究　出处：《首都经济贸易大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着共享经济时代的到来,各种经济因素日益活跃,组织即兴能力日益重要。员工建言行为能够提升组织即兴能力,是激活组织、提高组织灵活性与适应性的重要驱动因素。同时,传统的雇佣劳动关系受到冲击,员工的个体价值崛起,如何充分激发员工活力、增加员工的组织公民行为,如建言行为,是企业迫切需要解决的问题。作为衡量员工融入企业的标尺,组织社会化能够帮助员工转变为内部人,促使员工采取更多地积极的角色外行为。本研究基于社会交换理论和资源保存理论,对组织社会化策略(内容维度、情景维度、社会维度)与建言行为的关系进行研究,同时考察感知组织支持在路径中所发挥的中介作用。同时,由于中国是一个具有差序格局的国家,领导对员工的影响往往强于组织作用,本研究还对服务型领导的调节作用进行探讨,以期完善组织社会化的相关研究。本研究通过实地发放问卷和网络问卷调查的形式,配对收集了来自全国三个城市20余家企业186名员工和31名领导的数据,借助统计分析软件SPSS20.0、Amos和HLM7.0,对数据进行了因子分析、描述统计分析、方差分析、相关分析及多层次线性分析等,得出以下结论:首先,组织社会化策略显著正向影响员工的建言行为。组织社会化策略的系统性程度越高,员工的建言行为越多,反之建言行为越少。同时,组织社会化策略中,社会因素的作用最为显著,其次为内容因素和情景因素。其次,感知组织支持在组织社会化策略与员工建言行为中起部分中介作用。组织社会化策略可以直接影响员工的建言行为,也可以通过感知组织支持间接对员工的建言行为产生影响,制度性组织社会化策略能够加强员工的感知组织支持,从而促使员工采取更多的建言行为,提升组织竞争力。第三,服务型领导调节组织社会化策略与感知组织支持之间的关系,感知组织支持为被调节的中介变量。服务型领导的程度越高,组织社会化策略对感知组织支持的正向影响越强烈,员工的建言行为就越多,反之,关系减弱。最后,结合研究结论,本研究从加强仪式感、破除圈子意识、强化服务思维以及加快人力资源部转型等方面,提出了相关管理建议。
[Abstract]:With the sharing economy era, various economic factors have become increasingly active, organizational improvisation ability is becoming increasingly important. Employee voice behavior can enhance the ability of organization improvisation, active organization, improve the driving factors of organizational flexibility and adaptability. At the same time, the traditional labor relations impact, the value of individual employees rise, how to fully stimulate the vitality of employees, increase the employee's organizational citizenship behavior, such as voice behavior, is an urgent problem to be solved. As a measure of employees into enterprise scale, organizational socialization can help employees into the internal people, encourage employees to take more active role behavior. This study based on social exchange theory and the theory of resource conservation, social organization strategy (the social dimension of content and dimension, situational dimensions, research) relationship with voice behavior, and the effects of perceived organizational support in the path The intermediary role played by. At the same time, because Chinese is a differential pattern of countries, leading the impact on employees are often stronger than the organization function, discusses the regulation of the study of servant leadership, relevant research and improve organizational socialization in order. This study through questionnaires and field network the form of questionnaire survey, collected from three pairs of the city more than 20 enterprises with 186 employees and 31 leaders of the data, using statistical analysis software SPSS20.0, Amos and HLM7.0, the data were factor analysis, descriptive statistical analysis, variance analysis, correlation analysis and hierarchical linear analysis, draw the following conclusions: first of all, the voice behavior of organizational socialization tactics has significant positive impact on employees. The higher the organizational socialization tactics of system level, more voice behavior of employees, and voice behavior less. At the same time, the organization of social policy Slightly, social factors are the most significant, then the content and situational factors. Secondly, perceived organizational support plays a partial mediating role of organizational socialization strategy and employee voice behavior. Organizational socialization strategies can directly affect employee voice behavior, can also affect the perceived organizational support through indirect employees voice behavior, system of organizational socialization tactics to strengthen employees' perceived organizational support, to encourage employees to take more voice behavior, improve the competitiveness of the organization. Third, the relationship between service oriented leadership adjustment of organizational socialization tactics and perceived organizational support, perceived organizational support as a mediator is adjusted. The higher the service leadership the degree of organizational socialization tactics on positive effect of perceived organizational support is more intense, more voice behavior of employees, on the other hand, the relationship weakened. Finally, combining with the research The conclusion of this study is to strengthen the sense of ritual, to break the consciousness of the circle, to strengthen the thinking of service and to accelerate the transformation of the human resources department, and to put forward some related management suggestions.

【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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