某制造企业组织氛围与科研团队绩效之间关系研究
发布时间：2018-11-23 13:56
【摘要】：组织氛围一直是现代管理学中的热点问题,作为组织文化的一部分,影响着员工的心理和行为,从而对组织绩效产生影响。不同的组织氛围,对员工的影响也不同,从而产生不同的绩效。在中国,特别是在国有企业中,组织氛围有着其区别于西方的特殊情况。本研究就是以某大型国有制造企业中的科研团队为例,研究国有企业中的组织氛围与科研团队绩效之间的关系。 全文共由六部分组成。第一部分为绪论,指出了选题的背景和意义,并阐述了研究方法和研究框架。 第二部分,通过查阅大量的文献资料,详细介绍了相关基础理论,包括组织氛围、科研团队以及绩效。笔者综合国内外研究者的观点,结合本研究的需要,在本论文中作出如此界定：组织氛围是组织成员对组织内部环境的共同感知。正因为组织氛围是成员的一种感知,所以组织氛围就可以通过对成员心理和行为的影响进而对绩效产生影响。 第三部分,对科研团队绩效进行了分析。本研究中科研团队绩效的衡量维度主要是团队产出、团队满意感、团队发展以及团队适应性四个方面。国内外的研究普遍认为,影响团队绩效的因素有如下一些：团队成员的能力、人格类型、多样性、熟悉度、相互依赖性、团队的大小、任务类型、环境、领导风格等。 第四部分,对某制造企业——大型国有军工企业CF公司的组织氛围的现状进行了描述,并分析了其中存在的问题。经过五十多年的发展,CF公司逐步建立起了航空报国的企业文化,但同时也存在一些传统国有企业都存在的不良现象。 第五部分以CF公司为例,基于CF公司所作的一次大型问卷调查,提取其中300位科研人员填写的调研问卷结果,结合团队氛围量表的四个维度,详细分析组织氛围和科研团队绩效之间的关系,得出以下结论：从愿景目标、任务导向、参与保障和创新支持四个方面营造适于进行科研活动的积极的组织氛围,都会对科研团队的组织绩效产生正面的促进作用。 第六部分,对企业如何营造积极的组织氛围来提升科研团队绩效提出建议：一是大力支持创新,二要有明确的愿景和目标,三是增强员工责任感,四是是做好后勤保障、解决员工后顾之忧。
[Abstract]:Organizational atmosphere has always been a hot issue in modern management. As a part of organizational culture, it affects the psychology and behavior of employees, thus has an impact on organizational performance. Different organizational atmosphere has different effects on employees, which results in different performance. In China, especially in the state-owned enterprises, the organizational atmosphere has its special conditions which are different from those in the West. This study takes a large state-owned manufacturing enterprise as an example to study the relationship between organizational climate and research team performance. The full text consists of six parts. The first part is the introduction, points out the background and significance of the topic, and expounds the research methods and research framework. The second part, through consulting a lot of literature, introduces the relevant basic theories in detail, including organizational climate, research team and performance. The author synthesizes the views of domestic and foreign researchers and combines the needs of this study to define the organizational climate as the common perception of the internal environment of the organization by the members of the organization. Because the organizational atmosphere is a kind of perception of the members, the organizational atmosphere can influence the performance through the influence on the members' psychology and behavior. The third part analyzes the performance of scientific research team. In this study, the measurement dimensions of research team performance are mainly team output, team satisfaction, team development and team adaptability. It is generally believed that the factors influencing team performance are as follows: team member's ability, personality type, diversity, familiarity, interdependence, team size, task type, environment, leadership style and so on. In the fourth part, the paper describes the present situation of the organizational atmosphere of CF Company, a large state-owned military enterprise, and analyzes the existing problems. After more than 50 years of development, CF has gradually established the corporate culture of aviation service, but at the same time, there are some bad phenomena in some traditional state-owned enterprises. The fifth part takes CF Company as an example, based on a large scale questionnaire made by CF Company, extracts the results of the questionnaire completed by 300 researchers, and combines the four dimensions of the team atmosphere scale. The relationship between organizational climate and research team performance is analyzed in detail, and the following conclusions are drawn: creating a positive organizational atmosphere suitable for scientific research activities from four aspects: vision goal, task orientation, participation guarantee and innovation support. Both will have a positive impact on the organizational performance of research teams. In the sixth part, the author puts forward some suggestions on how to build a positive organizational atmosphere to improve the performance of scientific research team: first, to support innovation vigorously; second, to have a clear vision and goal; third, to enhance the sense of responsibility of employees; and fourth, to do a good job in logistics support. Solve employees' worries.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.5;F272.92
本文编号：2351815
[Abstract]:Organizational atmosphere has always been a hot issue in modern management. As a part of organizational culture, it affects the psychology and behavior of employees, thus has an impact on organizational performance. Different organizational atmosphere has different effects on employees, which results in different performance. In China, especially in the state-owned enterprises, the organizational atmosphere has its special conditions which are different from those in the West. This study takes a large state-owned manufacturing enterprise as an example to study the relationship between organizational climate and research team performance. The full text consists of six parts. The first part is the introduction, points out the background and significance of the topic, and expounds the research methods and research framework. The second part, through consulting a lot of literature, introduces the relevant basic theories in detail, including organizational climate, research team and performance. The author synthesizes the views of domestic and foreign researchers and combines the needs of this study to define the organizational climate as the common perception of the internal environment of the organization by the members of the organization. Because the organizational atmosphere is a kind of perception of the members, the organizational atmosphere can influence the performance through the influence on the members' psychology and behavior. The third part analyzes the performance of scientific research team. In this study, the measurement dimensions of research team performance are mainly team output, team satisfaction, team development and team adaptability. It is generally believed that the factors influencing team performance are as follows: team member's ability, personality type, diversity, familiarity, interdependence, team size, task type, environment, leadership style and so on. In the fourth part, the paper describes the present situation of the organizational atmosphere of CF Company, a large state-owned military enterprise, and analyzes the existing problems. After more than 50 years of development, CF has gradually established the corporate culture of aviation service, but at the same time, there are some bad phenomena in some traditional state-owned enterprises. The fifth part takes CF Company as an example, based on a large scale questionnaire made by CF Company, extracts the results of the questionnaire completed by 300 researchers, and combines the four dimensions of the team atmosphere scale. The relationship between organizational climate and research team performance is analyzed in detail, and the following conclusions are drawn: creating a positive organizational atmosphere suitable for scientific research activities from four aspects: vision goal, task orientation, participation guarantee and innovation support. Both will have a positive impact on the organizational performance of research teams. In the sixth part, the author puts forward some suggestions on how to build a positive organizational atmosphere to improve the performance of scientific research team: first, to support innovation vigorously; second, to have a clear vision and goal; third, to enhance the sense of responsibility of employees; and fourth, to do a good job in logistics support. Solve employees' worries.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.5;F272.92
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