组织公平、自我效能与组织公民行为的关系研究

发布时间：2018-08-20 15:16

【摘要】：本文以新生代员工为研究对象,提出了组织公平对自我效能和组织公民行为的影响机制,其中组织公平为前因变量,自我效能为中介变量,组织公民行为为结果变量;论文详细研究了自我效能与组织公民行为之间的关系以及自我效能的中介作用。本研究采用定性研究与定量研究相结合的方法。首先,根据理论分析提出理论模型和假设模型;然后,运用结构方程对正式调查收集的有效问卷进行分析;本研究在全国范围内发放问卷600份,经数据检查共获得有效问卷498份。最后,本研究得出的结论为:(1)组织公平对自我效能具有正向影响作用;(2)自我效能对组织公民行为具有正向影响作用;(3)组织公平对组织公民行为具有正向影响作用;(4)自我效能在组织公平和组织公民行为之间起到中介作用。本研究的理论贡献为:(1)构建并证明了组织公平、自我效能和组织公民行为的模型,对于丰富人力资源管理和组织行为的研究具有一定的理论意义;(2)验证了自我效能对于组织公民行为的正向影响作用;(3)检验了自我效能在组织公平和组织公民行为间的中介作用,丰富了自我效能中介作用相关理论,可为以后的研究提供一定思路。本研究提出以下实践方面的意见:(1)做好分配公平是实现组织公平的基础;(2)完善企业程序公平制度;(3)更加注重信息公平;(4)发挥领导公平的积极作用;(5)为提高职业能力和实现职业生涯成功,新生代员工应不断提高自我效能水平。
[Abstract]:Taking the new generation of employees as the research object, this paper puts forward the mechanism of the influence of organizational justice on self-efficacy and organizational citizenship behavior, in which organizational justice is a pre-dependent variable, self-efficacy is an intermediary variable, and organizational citizenship behavior is a result variable. The relationship between self-efficacy and organizational citizenship behavior and the intermediary role of self-efficacy are studied in detail. In this study, qualitative and quantitative studies were combined. First, the theoretical model and hypothetical model are put forward according to the theoretical analysis; then, the valid questionnaires collected by the formal survey are analyzed by using the structural equation; 600 questionnaires are distributed throughout the country. A total of 498 valid questionnaires were obtained by data examination. Last The conclusions of this study are as follows: (1) organizational justice has positive effect on self-efficacy; (2) self-efficacy has positive effect on organizational citizenship behavior; (3) organizational equity has positive effect on organizational citizenship behavior; (4) self-efficacy has positive effect on organizational citizenship behavior; Efficiency plays an intermediary role between organizational justice and organizational citizenship behavior. The theoretical contributions of this study are as follows: (1) the models of organizational justice, self-efficacy and organizational citizenship behavior are constructed and proved. It has certain theoretical significance for enriching human resource management and organizational behavior; (2) it verifies the positive effect of self-efficacy on organizational citizenship behavior; (3) it tests the intermediary role of self-efficacy in organizational justice and organizational citizenship behavior. It enriches the theory of self-efficacy mediation and provides some ideas for future research. This study puts forward the following practical opinions: (1) making a good distribution fair is the basis of realizing organizational fairness; (2) perfecting the fair system of enterprise procedure; (3) paying more attention to information fairness; (4) giving full play to the positive role of leadership fairness; (5) improving vocational ability. To achieve career success, The new generation of employees should constantly improve their self-efficacy level.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【相似文献】