员工社会网络程度中心性对组织公民行为的影响研究

发布时间：2019-06-11 20:49

【摘要】：在当前知识经济环境背景下,现代企业组织绩效的提升,不仅需要合理的组织架构、优化配置使用各种资源,更需要的是人力资源的合理开发。人的主动性、积极性的调动对于企业绩效的达成具有重要的作用,即员工组织公民行为的形成则是企业获得可持续发展的关键所在。企业员工组织公民行为形成、发展的影响因素很多,但是采用社会网络程度中心性这一维度来对组织公民行为进行研究的研究并不是很多,本文在中国“关系”文化背景下,通过理论分析和实证调研来研究员工个体网络程度中心性对组织公民行为形成、发展而产生的影响,并根据研究结果找出一些管理方法,为企业的人力资源管理、培训与开发提供一定的借鉴和指导。首先,本文以同一组织团队内的企业员工为研究对象,通过相关理论文献回顾和理论观点进行整理、分析,对本论文所使用的相关概念进行界定。国外学者把组织公民行为维度主要分为:利他、事先知会、责任意识、运动员精神、公民道德,本文立足于本国国情文化,结合国内学者对本土企业组织公民行为维度界定,将中国文化背景下的组织公民行为维度分为:积极主动、公民道德、帮助同事、运动员精神和人际和谐,其中“人际和谐”是中国本土企业所特有的的组织公民行为维度。其次,通过社会网络理论“镶嵌理论”、“弱关系理论”和“结构洞理论”等理论的回顾和分析,发现企业内非正式组织存在的重要性,认识到社会网络嵌入对员工行为的影响性,并找出组织中影响员工行为较大的两个社会网络:情感网络和咨询网络,并根据理论回顾界定这两大网络具体含义。最后,采用探索性因素分析修订并确立组织公民行为量表,采用社会网络分析方法,利用程度中心度这一指标衡量个体在社会网络结构位置,把情感网络程度中心度和咨询网络程度中心度作为自变量,组织公民行为维度作为因变量,通过方差分析和相关性分析等统计方法来研究员工个体网络程度中心性对组织公民行为的影响,并找出两者的内在关系。本文得出的主要结论如下:第一,企业内员工的个体社会网络主要分为情感网络与咨询网络,组织公民行为维度主要是积极主动、公民道德、帮助同事、运动员精神和人际和谐。通过问卷分析修订得到的组织公民行为量表具有较好的信度和效度,符合本文研究内容。第二,进行了人口统计学变量与员工社会网络程度中心性、组织公民行为相关性分析,发现都具有一定程度的影响,并通过方差分析找出人口学变量对情感网络程度中心性与咨询网络程度中心性的差异影响,发现性别对网络程度中心性影响较小,而年龄、工作时间均对两大网络有显著差异影响,而学历仅对咨询网络中心性具有差异性影响。同时学历高、工作年限长、职务高、年龄大的员工更容易积极主动维护组织利益,出现组织公民行为。第三,相关分析和回归分析表明,除了情感网络程度中心性对“运动员精神”这一维度不存在显著影响,其余的员工社会网络程度中心性均对组织公民行为各维度存在显著正向影响。根据本文研究结果,从组织行为管理角度为我国企业人力资源管理给出相关建议:第一,提升员工的个体网络程度中心性,通过坚持“以人为本”核心理念,重视人的作用,引导员工培养自身的主人翁意识,扩大员工在组织内部关系网络中的影响力,通过传播正能量培养员工的主动性,激发员工热情。第二,组织内部构建员工情感和咨询关系网络平台,通过正式或非正式的团体活动,增进员工之间的情感联系和相互学习咨询的频率,从而增进员工之间凝聚力,使得大家劲往一处使,为组织目标达成做出规章制度规定外的组织公民行为。第三,发现和找出组织内部具有影响力员工进行角色示范,从人口统计学特征上主要是年龄大、工作年限长、学历高的人群,同时并找出那些程度中心性较高的员工,如关系网络大、密度强的员工进行鼓励和扶持,然他们作为组织内领军人物,一方面能满足该类员工自豪感和使命感,增加本人工作积极性和主动性,另一方面又能刺激其他员工进行效仿而产生一定的组织公民行为。第四,学会利用非正式组织促进组织目标的达成,通过了解员工的兴趣爱好、性格特征,把那些关系较近且充满正能量的员工安排一起,通过他们之间的关系网络把某些员工积极、主动地行为传递给其他成员,潜移默化的去影响其他员工,以此影响带动其他员工产生积极、主动行为,愿意在职责外做出更多的组织公民行为,促进企业绩效目标的迅速实现。
[Abstract]:In the background of the current knowledge-based economy, the improvement of the performance of the modern enterprise organization requires not only the rational organization structure, the optimized allocation and the use of various resources, but also the rational development of the human resources. The initiative and the enthusiasm of the people play an important role in the achievement of the enterprise, that is, the formation of the employee's organization of the citizen's behavior is the key to the sustainable development of the enterprise. In the background of Chinese "relationship", the research on the behavior of the organization's citizens is not a lot, but the research on the behavior of the organization's citizens is not a lot. Through the theoretical analysis and the empirical research, the author studies the influence of the individual network degree of the employee on the formation and development of the organization's citizen's behavior, and finds out some management methods according to the research results, and provides some reference and guidance for the human resource management, training and development of the enterprise. First of all, this paper, taking the enterprise staff in the same organization team as the research object, through the relevant theoretical literature review and the theoretical point of view, to organize, analyze, and define the relevant concepts used in this paper. The foreign scholars mainly divide the dimension of the behavior of the organization's citizens into the following: altruism, the prior notification, the responsibility consciousness, the athlete's spirit and the morality, this article is based on the national condition culture, and in combination with the domestic scholars to define the citizen's behavior dimension of the local enterprise, The organizational citizenship behavior in the background of Chinese culture is divided into: initiative, moral, help co-worker, athlete's spirit and interpersonal harmony, in which the "interpersonal harmony" is the organizational citizen's behavior dimension that is characteristic of Chinese local enterprises. Secondly, through the review and analysis of the social network theory, "mosaic theory", "weak relation theory" and "structural hole theory", we find the importance of the informal organization in the enterprise, realize the influence of social network embedding on the behavior of employees, and find out two social networks that influence the behavior of employees in the organization: Affective network and consulting network, and the specific meaning of these two networks are defined according to the theory. and finally, adopting an exploratory factor analysis to revise and establish the organizational citizenship behavior scale, adopting a social network analysis method, measuring the position of an individual in the social network structure by using the index of the degree of degree, and taking the degree of the degree of the degree of the emotional network degree and the degree of the degree of the consultation network as an independent variable, The influence of the degree of the individual's network degree on the behavior of the organization's citizens was studied by means of statistical methods such as variance analysis and correlation analysis, and the internal relation of the two was found out. The main conclusions are as follows: First, the individual social network of the employee in the enterprise is mainly divided into the emotional network and the consulting network, the organizational citizenship behavior dimension is mainly the initiative, the moral, the help co-worker, the athlete spirit and the interpersonal harmony. The organizational citizenship behavior scale obtained through the questionnaire analysis has good reliability and validity and is in accordance with the contents of this paper. Secondly, the relationship between the demographic variables and the social network degree of the staff was carried out, and the correlation analysis of the behavior of the citizens was carried out. By means of variance analysis, the effect of demographic variables on the degree of degree of emotional network and the degree of network degree was found, and the effect of gender on the degree of the degree of the network was found to be small, and the age and working time had a significant difference on the two networks. And the degree of education only has a difference effect on the center of the consultation network. At the same time, the employee who has a high degree of education, long service life, high job and large age is more likely to be more proactive in maintaining the organizational interests and organizing the behavior of the citizens. The third, the correlation analysis and the regression analysis show that, in addition to the degree of emotional network, there is no significant influence on the dimension of the athlete's spirit, and the degree of social network degree of the rest of the staff has a significant positive impact on the organizational citizenship behavior. According to the results of this paper, the author puts forward the related suggestions from the angle of organizational behavior management to the human resource management of our enterprises: first, to improve the individual network degree of the staff, and to guide the employees to develop their own sense of ownership by adhering to the core idea of the "people-oriented", and paying attention to the role of the people. The influence of the staff in the organization's internal relations network is expanded, and the enthusiasm of the staff is motivated by the propagation of positive energy to train the employee's initiative. Second, the organization built an employee's emotional and consulting relationship network platform, through formal or informal group activities, to increase the emotional contact between employees and the frequency of mutual learning and consultation, so as to improve the cohesion between the staff, so that everyone is going to one place, The organization of an organization's citizen's conduct outside of the rules and regulations for the purpose of the organization. Third, we find and find out the role model of the influential staff in the organization, which is mainly the people with large age, long service life and high degree of education from the demographic characteristics, and also find the employees with high degree of degree, such as the large relationship network, The employees with strong density are encouraged and supported, and they serve as leaders in the organization. On the one hand, they can meet the pride and sense of mission, increase the enthusiasm and initiative of my work, and stimulate other employees to follow suit and produce certain organizational citizenship behaviors. Fourth, learn to use the informal organization to promote the achievement of the goals of the organization, through the understanding of the interests and characteristics of the staff, and arrange the employees with the close and positive energy, through the relationship network between them, The active behavior is transmitted to other members, and the influence of the other staff is influenced by the influence of the other staff, so that the other employees are driven to generate positive and active behaviors, and they are willing to make more organization and citizen behavior outside their responsibilities, and to promote the rapid realization of the enterprise's performance objectives.
【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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