航空公司员工组织公平感与工作绩效关系研究
发布时间：2018-10-21 17:32
【摘要】：随着世界航空运输自由化的发展,我国航空运输业处于机遇与挑战并存的时代。我国航空公司之间的市场竞争日益激烈,各个航空公司需要要获取持续的竞争优势,才能在竞争中得以发展,人力资源优势和高组织绩效逐渐成为航空公司形成竞争优势的一个关键点。员工是企业的最小单元,组织绩效的提升就是通过员工工作绩效提升实现的。我国航空公司存在诸多不公平因素,这些因素会引起员工满意度降低,从而对员工工作绩效产生影响。基于此,本文以组织公平感为自变量,工作绩效为因变量,员工满意度为中介变量,深入研究航空公司员工组织公平感和工作绩效的关系和员工满意度对二者之间的中介作用。首先,对组织公平感、员工满意度和工作绩效的理论基础和相关文献进行梳理和综述。其次,提出了航空公司员工组织公平感和工作绩效的关系及员工满意度对两者间中介作用的假设和模型,设计出适合航空公司员工的量表。再次,对收集的数据进行处理与分析。通过相关性分析和回归分析对本研究的理论模型和假设进行验证。最后,对研究结论进行总结分析,并对航空公司员工的组织公平感和员工满意度优化流程和策略进行设计,提升员工工作绩效。
[Abstract]:With the development of air transport liberalization in the world, China's air transport industry is in the era of both opportunities and challenges. The market competition among airlines in our country is becoming more and more fierce. In order to develop in the competition, the airlines need to obtain a sustained competitive advantage. Human resource advantage and high organizational performance gradually become a key point for airlines to form competitive advantage. Staff is the smallest unit of the enterprise, and the promotion of organizational performance is achieved through the improvement of employee performance. There are many unfair factors in the airlines of our country, which will lead to the decrease of employee satisfaction, which will have an impact on the performance of employees. Based on this, this paper takes the sense of organizational justice as the independent variable, the work performance as the dependent variable, the employee satisfaction as the intermediary variable, deeply studies the relationship between the sense of organizational fairness and job performance and the intermediary role of employee satisfaction. Firstly, the theoretical basis and relevant literature of organizational justice, employee satisfaction and job performance are reviewed and summarized. Secondly, the paper puts forward the hypothesis and model of the relationship between the sense of organizational fairness and job performance of airline employees and the intermediary effect of employee satisfaction on them, and designs a scale suitable for airline employees. Thirdly, the data collected are processed and analyzed. The theoretical model and hypothesis of this study are verified by correlation analysis and regression analysis. Finally, the conclusion of the study is summarized and analyzed, and the optimization process and strategy of airline employees' sense of organizational fairness and employee satisfaction are designed to improve the performance of employees.
【学位授予单位】：中国民航大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F562.6
[Abstract]:With the development of air transport liberalization in the world, China's air transport industry is in the era of both opportunities and challenges. The market competition among airlines in our country is becoming more and more fierce. In order to develop in the competition, the airlines need to obtain a sustained competitive advantage. Human resource advantage and high organizational performance gradually become a key point for airlines to form competitive advantage. Staff is the smallest unit of the enterprise, and the promotion of organizational performance is achieved through the improvement of employee performance. There are many unfair factors in the airlines of our country, which will lead to the decrease of employee satisfaction, which will have an impact on the performance of employees. Based on this, this paper takes the sense of organizational justice as the independent variable, the work performance as the dependent variable, the employee satisfaction as the intermediary variable, deeply studies the relationship between the sense of organizational fairness and job performance and the intermediary role of employee satisfaction. Firstly, the theoretical basis and relevant literature of organizational justice, employee satisfaction and job performance are reviewed and summarized. Secondly, the paper puts forward the hypothesis and model of the relationship between the sense of organizational fairness and job performance of airline employees and the intermediary effect of employee satisfaction on them, and designs a scale suitable for airline employees. Thirdly, the data collected are processed and analyzed. The theoretical model and hypothesis of this study are verified by correlation analysis and regression analysis. Finally, the conclusion of the study is summarized and analyzed, and the optimization process and strategy of airline employees' sense of organizational fairness and employee satisfaction are designed to improve the performance of employees.
【学位授予单位】：中国民航大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F562.6
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