研发人员的自我效能对反馈寻求行为影响工作投入的中介机制研究

发布时间：2018-05-16 06:19

本文选题：反馈寻求行为 + 工作投入　；参考：《云南财经大学》2017年硕士论文

【摘要】：反馈是人力资源管理研究领域的重要内容之一。在企业管理实践中,反馈也是维持组织构架稳定发展的重要因素。然而,企业中经常存在员工反映从上级得到的被动反馈无法满足员工的需要。基于此,我们提出对反馈寻求行为研究的必要性。反馈寻求行为是从自身发展的角度积极主动地寻求有价值的信息以满足自我需求。目前,大量学者研究表明反馈寻求行为对工作绩效有积极的预测作用。但是反馈寻求行为作为内发自主行为,其对员工工作绩效的积极影响是否完全来自反馈寻求行为,一项自主性行为引起的外显结果的纯粹性是引发我们研究工作投入变量的原因。本文认为工作投入可能是反馈寻求行为影响工作绩效的中间机制变量。由于以往学者对工作投入与工作绩效的关系已有大量的研究,且证实工作投入与工作绩效存在正向关系。因此本研究着重探究反馈寻求行为对工作投入的影响作用进行研究。作为需要强大的内心驱动力工作的研发人员,通过他们的自身的反馈寻求行为如何最大限度地激发他们的工作热情,拥有更多的工作投入状态。与此同时,研发创新工作本身具有很强的挑战性,这需要员工具有稳定的心理状态才能持久的投入工作。而自我效能正是反应个体本身的完成任务的心理韧性。因此本研究利用理论分析和实证研究相结合的方法,探讨研发人员反馈寻求行为与工作投入两者之间的相关性,以及自我效能在反馈寻求行为与工作投入的关系之间的中介作用。首先通过分析反馈寻求行为、自我效能、工作投入三个变量之间关系的理论基础,确定了三者关系的研究机制,随后运用统计软件SPSS16.0对数据进行分析,得出本文的研究结论,自我效能部分中介了反馈寻求行为和工作投入的关系。并根据研究结论,揭示了企业管理者在管理中应注意的问题,通过管理者的引导促进员工产生更多的工作投入。
[Abstract]:Feedback is one of the important contents in the field of human resource management. In the practice of enterprise management, feedback is also an important factor to maintain the stable development of organizational structure. However, the passive feedback from the superior often exists in the enterprise, which can not meet the needs of the employees. Based on this, we propose the necessity of studying feedback seeking behavior. Feedback seeking behavior is to actively seek valuable information from the perspective of self-development to meet self-needs. At present, a large number of scholars have shown that feedback seeking behavior can positively predict job performance. However, feedback seeking behavior as an endogenous autonomous behavior, its positive impact on employee performance is entirely due to feedback seeking behavior. The pureness of explicit results caused by an autonomous behavior is the cause of our research input variables. This paper argues that job engagement may be an intermediate mechanism variable for feedback seeking behavior affecting job performance. Since there have been a lot of researches on the relationship between job engagement and job performance in the past, it is confirmed that there is a positive relationship between work engagement and job performance. Therefore, this study focuses on the effect of feedback seeking behavior on job engagement. As R & D personnel who need strong inner drive to work, they seek behavior through their own feedback on how to maximize their enthusiasm for work, with more work commitment. At the same time, R & D innovation work itself has a strong challenge, which requires a stable psychological state of staff to work for a long time. And self-efficacy is the mental toughness that reflects the individual's own task completion. Therefore, this study uses the method of theoretical analysis and empirical research to explore the correlation between feedback seeking behavior and work engagement of R & D personnel. And the role of self-efficacy in the relationship between feedback seeking behavior and job engagement. Firstly, by analyzing the theoretical basis of the relationship among the three variables of feedback seeking behavior, self-efficacy and work involvement, the research mechanism of the three variables is determined, and then the statistical software SPSS16.0 is used to analyze the data and draw the conclusion of this paper. Self-efficacy partly mediates the relationship between feedback seeking behavior and job engagement. According to the conclusion of the research, this paper reveals the problems that should be paid attention to by the managers in the management, and promotes the staff to produce more work investment through the guidance of the managers.
【学位授予单位】：云南财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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