基层员工组织支持感和工作绩效的关系

发布时间：2018-03-10 22:48

  本文选题：基层员工　切入点：组织支持感　出处：《华南理工大学》2016年硕士论文　论文类型：学位论文

【摘要】：随着国内市场进一步发展,企业面临全方位多层次的人才竞争,以人才争夺为核心的竞争进一步加剧。面对如此严峻形势,企业如何留住人才,更好地发挥他们的能动性,已成为当前必须解决的难题。因此,研究基层员工工作满意度及其影响因素提高工作绩效,让企业形成具有可持续发展竞争力是很有必要。本研究旨在从工作价值观层面来探索基层员工的组织支持感、工作满意度和工作绩效之间的关系。首先研究回顾基层员工的发展历程,通过国内外文献阅读对相关研究变量的定义和维度测量有初步的了解及认知。其次在明确理论研究基础上,对此进行综述,发现现有的研究多集中在探讨如组织职业生涯管理、组织支持感、组织公平感等对员工工作满意度的影响作用,缺少从变量如工作价值观对工作满意度进行研究。此外,工作满意度和工作绩效的关系也有待进一步的深入探讨。接着,梳理推导提出相应的研究假设,形成研究模型即探讨组织支持感对工作满意度、工作绩效的影响,并讨论个体员工工作价值观的调节作用和工作满意度的中介作用,为后面的实证研究部分提供相应的理论基础。本研究通过问卷调查了A公司425个基层员工得到研究样本,运用SPSS 17.0和Amos 7.0数据分析软件进行数据分析以验证假设结构方程模型。研究结果显示:基层员工的组织支持感对工作满意度和工作绩效具有显著的正向影响;基层员工的工作价值观各个维度对组织支持感与工作满意度之间的关系具有显著的不同调节作用;基层员工的工作满意度在组织支持感与工作绩效之间的关系中起着显著的部分中介作用。基于上述结论,本研究提出改善基层员工组织支持感和工作价值观,提高工作满意度和工作绩效的建议。本研究认为提高员工满意度进而提升工作绩效应从组织感知和个体两大因素来讨论,特别需要关注员工组织支持感感知的差异性,其次还应该考虑到其个体价值观因素差异。本研究在一定程度上丰富和发展了人力资源管理在组织感知和个体因素相结合的观点。
[Abstract]:With the further development of the domestic market, enterprises are facing all-round and multi-level talent competition, and the competition with talent as the core is further intensified. In the face of such a severe situation, how can enterprises retain talented people and give better play to their initiative? It has become a difficult problem that must be solved at present. Therefore, it is necessary to study the job satisfaction of grass-roots employees and its influencing factors to improve job performance. It is necessary for enterprises to form sustainable development competitiveness. The purpose of this study is to explore the sense of organizational support of grass-roots employees from the perspective of work values. The relationship between job satisfaction and job performance. Through literature reading at home and abroad, there is a preliminary understanding and cognition of the definition and dimension measurement of relevant research variables. Secondly, on the basis of clear theoretical research, it is found that most of the existing studies are focused on organizational career management. The impact of organizational support and organizational fairness on employee job satisfaction is not studied from variables such as job values. The relationship between job satisfaction and job performance also needs to be further discussed. Then, the corresponding research hypotheses are deduced, and the research model is formed to explore the influence of organizational support on job satisfaction and job performance. It also discusses the moderating role of individual employees' work values and the intermediary role of job satisfaction, which provides the corresponding theoretical basis for the later empirical research. The data analysis software SPSS 17.0 and Amos 7.0 was used to verify the hypothetical structural equation model. The results showed that the organizational support of grass-roots employees had significant positive effects on job satisfaction and job performance. Each dimension of the work values of grass-roots employees has significant regulating effects on the relationship between organizational support and job satisfaction; Job satisfaction of grass-roots employees plays a significant role in mediating the relationship between organizational support and job performance. Based on the above conclusions, this study proposes to improve the sense of organizational support and work values of grass-roots employees. This study suggests that the improvement of employee satisfaction and job performance should be discussed from two major factors: organizational perception and individual perception, especially the differences in perception of organizational support. Secondly, the differences of individual values should be considered. To a certain extent, this study enriches and develops the viewpoint that human resource management combines organizational perception with individual factors.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92
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本文编号：1595413