酒店员工组织公平感对积极组织行为影响的实证研究

发布时间：2018-02-16 05:27

本文关键词： 酒店员工组织公平感积极组织行为　出处：《漳州师范学院》2012年硕士论文　论文类型：学位论文

【摘要】：酒店属于服务型行业，它的主要产品是服务，作为酒店主要产品的提供者——人，是酒店的最重要资源之一。在积极心理学思潮及人力资源潜能开发思潮的影响下，近年来组织行为学家专注于研究员工的积极心理潜能与优势，以期提高个体和组织效能，增强企业竞争力。本研究在文献分析的基础上，结合访谈和开放式调查，编制了酒店员工积极组织行为问卷，并以此为工具，展开了积极组织行为与组织公平感的调查和实验研究。得到的主要结论有：（1）酒店员工积极组织行为由创新行为、人际行为、投入行为和主动行为4个方面构成。（2）当前酒店员工积极组织行为水平属于正向积极范畴，，中等偏高，投入行为和人际行为表现好于主动行为和创新行为，创新行为表现最差。（3）组织公平感与酒店员工积极组织行为存在显著正相关。（4）组织公平感对积极组织行为各维度及总分都有显著预测作用。程序公平在创新行为、投入行为和主动行为上比分配公平的解释效用更大，分配公平则在人际行为上比程序公平的解释效用更大。（5）程序公平、分配公平两个自变量在员工积极组织行为和消极组织行为上主效应显著，交互作用不显著。
[Abstract]:Hotel belongs to service industry, its main product is service. As the provider of hotel's main product, human is one of the most important resources of hotel. In recent years, organizational behaviorists have focused on the positive psychological potential and advantages of employees in order to improve individual and organizational effectiveness and enhance the competitiveness of enterprises. The questionnaire of active organizational behavior of hotel staff is compiled, and the investigation and experimental research on active organizational behavior and organizational fairness are carried out with the questionnaire as a tool. The main conclusions reached are:. 1) the active organization behavior of hotel staff consists of innovation behavior, interpersonal behavior, engagement behavior and active behavior. 2) at present, the level of active organizational behavior of hotel staff belongs to the positive category, which is on the high side. The performance of engagement behavior and interpersonal behavior is better than that of active behavior and innovation behavior, and innovation behavior is the worst. 3) there was a significant positive correlation between the sense of organizational fairness and the positive organizational behavior of hotel staff. (4) the sense of organizational justice has a significant predictive effect on all dimensions and total scores of active organizational behavior. Procedural justice is more effective than distributive fairness in explaining innovative behavior, input behavior and active behavior. Distributive fairness is more effective than procedural fairness in interpersonal behavior. 5) procedural fairness and distributive equity are two independent variables which have significant main effects on employee's positive organizational behavior and negative organizational behavior, but not significant interaction.
【学位授予单位】：漳州师范学院
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F719;F224

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