组织信任、自我效能感与公共部门员工建言行为研究

发布时间：2018-03-29 12:00

本文选题：公共部门　切入点：组织信任　出处：《浙江财经大学》2017年硕士论文

【摘要】：尽管员工建言行为对于公共部门创新和发展的意义重大,然而在现实公共组织中,很少有员工积极主动地建言。如何促进更多的员工积极主动地表达自己的观点和想法是公共部门管理者需要思考的重要问题。建言行为作为员工主动参与组织管理的一种积极角色外行为,逐渐引起组织行为学领域学者的关注和研究。员工建言行为的产生是组织情境和个体心理因素综合作用的结果,组织信任作为组织情境重要因素之一,自我效能感作为个体心理重要因素之一,应该都会对员工建言行为有着正向或负向的影响。基于以上背景,本研究着重探讨组织信任、自我效能感对公共部门员工建言行为的影响,提出并验证自我效能感在组织信任和公共部门员工建言行为之间的中介作用;具体研究组织信任是否影响公共部门员工的建言行为?自我效能感是否在组织信任与公共部门员工建言行为之间起中介作用?本研究基于以往研究文献的回顾总结,从公共部门员工自我视角出发,以“组织信任→自我效能感→公共部门员工建言行为”为研究思路,提出研究假设和理论模型。通过问卷调查的方法,在安徽省合肥市、芜湖市及浙江省杭州市、金华市等地发放问卷。通过CITC分析法、探索性因子分析法检验测量量表的信效度,运用相关性分析和线性回归方程来检验组织信任对公共部门员工建言行为的影响及自我效能感的中介作用。实证结果表明:组织信任对公共部门员工建言行为具有显著的正向影响,其中领导信任、机构信任维度分别对公共部门员工促进性建言行为和抑制性建言行为都有显著的正向影响;组织信任对员工自我效能感具有显著的正向影响,具体表现在领导信任、机构信任两个维度;自我效能感对公共部门员工建言行为有显著的正向影响,表现在自我效能感对公共部门员工促进性建言和抑制性建言两个维度均有显著的正向影响;自我效能感在组织信任和公共部门员工建言行为之间起中介作用。本研究得出基本结论:组织信任是影响公共部门员工建言行为的重要原因之一;组织信任对公共部门员工建言行为的影响是通过员工个体心理因素自我效能感实现的,自我效能感才是公共部门员工建言行为的内在驱动力。以往对建言行为的研究主要是从组织情境因素或员工个体因素进行的,实际上从建言行为的特质来看,它应该是组织情境因素和员工个体因素共同作用的结果;本研究以组织情境因素中较为典型的组织信任以及员工个体心理因素自我效能感为切入点,为建言行为的发生提供新的研究视角。区别于依据社会交换理论来探索建言行为的发生机制,本研究选择从员工自我视角出发探究公共部门员工建言行为的内在驱动力,验证并分析了自我效能感在组织信任与公共部门员工建言行为之间的中介作用。而且本研究创新了员工建言行为在公共部门范围内的研究结论,为我国公共部门人力资源管理实践提供了一定的管理启示。
[Abstract]:Although the significance of employee voice behavior for the public sector innovation and development of the major, but in reality in the public organization, there are few employees actively suggestions. How to promote more employees to actively express their views and ideas is an important problem in the public sector managers need to consider. A positive role of behavior as employee voice behavior active participation in organizational management, organizational behavior field gradually aroused the attention of scholars and research. Employees'voice behavior is the comprehensive effect of organizational and individual psychological factors, organizational trust is one of the important factors of organizational context, self-efficacy as an important factor of individual psychology, should have a positive or negative impact on employee voice behavior. Based on the above background, this research focuses on the organizational trust, self-efficacy for public sector workers to build words The effect of self-efficacy, proposed and verified the intermediary role between organizational trust and public sector employee voice behavior; whether the specific research on the organizational trust effect of voice behavior of public sector employees? Whether self-efficacy plays an intermediary role between organizational trust and public sector employee voice behavior? This study is based on the previous research literature review from the perspective of public sector employees, self perspective, "self-efficacy, organizational trust, public sector employee voice behavior" as the research ideas, research hypothesis and theoretical model. Through the questionnaire survey method, in Anhui Province, Hefei City, Wuhu city and Zhejiang city of Hangzhou Province, Jinhua city and other places of the questionnaire by CITC. Analysis, exploratory factor analysis, reliability and validity test of measurement scale, using correlation analysis and linear regression equation to test the organizational trust of Public Department The intermediary effect of door employees'voice behavior and self-efficacy. The empirical results show that organizational trust has a significant positive impact on the public sector employee voice behavior, including the leadership of the trust mechanism of trust dimensions for public sector workers promotive voice behavior has significant positive effects and suppression of voice behavior; organizational trust employee self-efficacy has a significant positive impact, embodied in the two dimensions of trust in leadership, institutional trust; self-efficacy has significant positive impact on employee voice behavior in the public sector, performance of public sector workers to promote the voice and prohibitive voice two dimensions have significant positive influence on self-efficacy; self-efficacy sense plays a mediating role between organizational trust and public sector employee voice behavior. This study draws the basic conclusion: organizational trust is the impact of public sector One of the important reasons of employee voice behavior; effect of organizational trust on public sector employee voice behavior is through individual psychological factors of self-efficacy to achieve, self-efficacy is the inherent driving force of public sector employees' voice behavior. The voice behavior research is mainly carried out from the organization or individual factors, situational factors in fact, from voice behavior characteristics, it should be the common effect of organizational situation factors and individual factors; based on the situational factors of typical organizational trust and individual psychological factors of self-efficacy as the starting point, provides a new perspective for voice behavior. The mechanism is different from the basis the social exchange theory to explore voice behavior, this study from the perspective of public sector employees self employees'voice behavior in In the driving force, analyzed and verified the self-efficacy of intermediary role between organizational trust and public sector employees' voice behavior. The research conclusion and innovation of the research on employee voice behavior in the public sector within the scope provided some management implications for the practice of human resource management of public sector in China.

【学位授予单位】：浙江财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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