个人与组织价值观匹配对酒店员工组织公民行为影响研究

发布时间：2018-02-27 19:17

本文关键词： 酒店员工个人与组织价值观匹配组织公民行为　出处：《华侨大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着我国社会、政策和环境市场的变化,酒店行业的竞争越来越激烈,面临的挑战和考验也越来越多。酒店业作为劳动密集型和情感密集型企业,员工对待企业、工作的态度和行为直接关系到酒店业的服务质量的好坏,对于企业的可持续发展和绩效也起到了关键性作用。在企业组织文化中,价值观和信任无论是对员工个人还是对整个企业而言都是至关重要的,它们影响着人们的态度,指导着人们的行为。因此,研究以价值观匹配为出发点,探究个人与组织价值观匹配及其的影响,以丰富组织文化和行为学理论,为酒店人力资源管理提供相关理论依据。研究以泉州、厦门、晋江、福州等酒店员工为调研对象,运用文献分析法、问卷调查法和SPSS多元统计分析法,以个人与组织价值观匹配、员工对组织信任以及组织公民行为为基础理论进行了系统的理论研究和科学的实证分析。首先,分析了人口统计学变量对员工组织信任和组织公民行为的差异化影响;其次,探究了个人与组织价值观匹配对员工组织公民行为的影响及员工组织信任的中介作用。最后得到以下结论:(1)员工的年龄、学历、所在部门和企业性质对价值观匹配、组织信任和组织公民行为有差异化的影响;(2)个人与组织在顾客取向、员工团队取向、绩效取向的价值观匹配对员工组织公民行为有显著的正向影响;(3)员工对组织的信任在价值观匹配对员工组织公民行为的影响中起到了部分中介作用。针对相关的研究结论,从人才的招聘、员工的培养、团队的建设、组织制度的设置和管理者的行为提出了相应的对策:(1)重视招聘环节,选择价值观匹配的优秀员工;(2)重视员工的个体差异,实行不同管理机制;(3)重视员工的个人发展,适度授权,培养员工的团队协作精神:(4)提倡人性化的管理机制,提高个人与组织的价值观匹配度;(5)内化企业价值观,增加员工对组织的归属感和信任感。最后,提出了研究的不足,并为下一步的研究提出了方向。
[Abstract]:With the change of our society, policy and environment market, the competition of hotel industry is more and more fierce, and the challenge and test are more and more. As a labor-intensive and affective intensive enterprise, the hotel industry is treated by employees. The attitude and behavior of work is directly related to the service quality of hotel industry, and also plays a key role in the sustainable development and performance of enterprises. Values and trust are critical to both individual employees and the enterprise as a whole. They affect people's attitudes and guide their behavior. In order to enrich the theory of organizational culture and behavior and provide the relevant theoretical basis for hotel human resource management, the research takes Quanzhou, Xiamen, Jinjiang, Fuzhou and other hotel staff as the research objects. Using the methods of literature analysis, questionnaire survey and SPSS multivariate statistical analysis, this paper makes systematic theoretical research and scientific empirical analysis on the basic theories of personal and organizational values matching, employees' organizational trust and organizational citizenship behavior. This paper analyzes the effect of demographic variables on organizational trust and organizational citizenship behavior. Secondly, This paper explores the influence of personal and organizational value matching on employee organizational citizenship behavior and the intermediary role of employee organizational trust. Finally, the following conclusions are drawn: 1) the age, educational background, the nature of the department and the enterprise of the employee match the values. Organizational trust and organizational citizenship behavior have a differentiated impact on individual and organizational orientation in customer orientation, workforce orientation, Performance-oriented value matching has a significant positive impact on organizational citizenship behavior (OCB). (3) employee trust in the organization plays an intermediary role in the impact of value matching on organizational citizenship behavior (OCB). From the aspects of talent recruitment, staff training, team building, organizational system setting and managers' behavior, this paper puts forward corresponding countermeasures: 1) pay attention to recruitment link, select excellent employees with matching values, and attach importance to individual differences of employees. (3) pay attention to the personal development of the staff, give proper authorization, train the team spirit of cooperation of the staff, advocate the humanized management mechanism, and improve the value matching degree of the individual and the organization. (5) internalize the enterprise values. Finally, the deficiency of the research is pointed out, and the direction for the next research is proposed.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F719.2

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