信息化领导力对员工敬业度的影响研究

发布时间：2018-01-16 13:02

本文关键词：信息化领导力对员工敬业度的影响研究　出处：《石河子大学》2017年硕士论文　论文类型：学位论文

【摘要】：信息时代为企业人力资源管理带来了新的挑战,一方面企业领导情境随之改变,信息化领导力(E-leadership)应运而生;另一方面,员工的工作自主性更强,工作方式更加灵活,工作过程难以监督,因而“网络摸鱼”(cyberslacking)这种低敬业度的现象时常出现,即员工在工作时间利用网络便利做与工作无关的事,严重影响工作效率。这引起了实践界和学术界的关注,如何提高信息时代的员工敬业度成为一个研究难题。在这种情境下,仅靠传统的监督控制很难提高员工敬业度,通过信息化领导力可以更好地影响员工的心理活动,激发员工提高自身敬业度的内驱力,减少“磨洋工”的行为。本研究以社会交换理论和资源保存理论为基础,构建信息化领导力、员工敬业度和组织支持感之间的关系模型,结合定性分析和定量分析,采用访谈法和问卷调查方法,收集有效样本488份,利用SPSS19.0和Amos17.0对数据进行深入分析,揭示了信息化领导力对员工敬业度的影响路径,同时考察了信息化领导力、员工敬业度和组织支持感在个体特征变量上的差异性。主要得出以下结论:(1)信息化领导力对员工敬业度及其各维度(活力、奉献、专注)和组织支持感有显著正向影响;(2)组织支持感对员工敬业度及其各维度(活力、奉献、专注)有显著正向影响;(3)组织支持感在信息化领导力对员工敬业度的影响中起中介作用,其中组织支持感在信息化领导力和活力、奉献、专注间都起部分中介作用;(4)信息化领导力在外资企业中更高,公司信息技术使用程度非常广泛、信息技术使用意愿较高的员工敬业度和组织支持感较高。本研究拓展了信息化领导力的实证研究领域,探究了信息化领导力如何影响员工敬业度的具体路径,根据研究结论提出的提升敬业度的管理启示为信息时代下企业人力资源管理实践提供了新的思路和科学的理论依据。
[Abstract]:The information age has brought new challenges to the enterprise human resource management. On the one hand, the enterprise leadership situation has changed, and the information leadership has emerged as the times require; On the other hand, the work autonomy of employees is stronger, the working way is more flexible, and the work process is difficult to supervise. As a result, the phenomenon of "cyber fishing" ("cyber fishing") often occurs, in which employees use the Internet to facilitate doing things that are not related to their work during their working hours. Seriously affect the efficiency of work. This has attracted the attention of the practical and academic circles, how to improve the employee engagement in the information age has become a research problem. In this context. It is difficult to improve employee engagement only by traditional supervision and control. Through information leadership, the psychological activities of employees can be better affected, and the internal drive of staff to improve their engagement can be stimulated. Based on the theory of social exchange and the theory of resource conservation, the relationship between information leadership, employee engagement and organizational support is established. In combination with qualitative analysis and quantitative analysis, 488 effective samples were collected by interview and questionnaire, and the data were analyzed by SPSS19.0 and Amos17.0. This paper reveals the influence of information leadership on employee engagement, and examines the information leadership at the same time. The differences of employee engagement and organizational support in individual characteristic variables. The following conclusions are drawn: 1) Information-based leadership plays an important role in employee engagement and its dimensions (vitality, dedication). There were significant positive effects on concentration and organizational support. 2) organizational support has a significant positive impact on employee engagement and its dimensions (vitality, dedication, focus); (3) the sense of organizational support plays an intermediary role in the influence of information leadership on employee engagement, in which organizational support plays a part in the intermediary role between information leadership and vitality, dedication and concentration; 4) Information leadership is higher in foreign-funded enterprises, and the use of information technology is very extensive. This study expands the empirical research field of information leadership and explores the specific path of how information leadership affects employee engagement. According to the conclusion of the research, the management enlightenment of improving engagement provides a new way of thinking and scientific theoretical basis for the practice of human resource management in the information age.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】