组织支持感对零售业员工工作绩效的影响研究：组织认同的中介作用

发布时间：2018-03-14 16:09

本文选题：组织支持感　切入点：组织认同　出处：《江西财经大学》2015年硕士论文　论文类型：学位论文

【摘要】：零售业上接生产,下连消费,是国民经济的重要产业之一,对经济增长和产业结构优化直接影响,也直接关系人们的生活质量水平。近五年来,伴随内需的扩张、经济发展方式的转变等一系列政策、法规的施行,加上服务业的加速成长,零售业取得了长足的发展。零售业在领导生产、增进消费、扩展就业等方面的作用更是日益突现,已成为促进经济与社会发展的一支不可缺少的重要力量。因此,本文把零售业员工的工作绩效作为研究的结果变量,并且组织支持感对员工绩效的提升具有促进作用。组织支持感可通过激发员工对组织的认同度,使员工以更大的热情和更积极地工作来回报组织,从而提高工作绩效。基于社会交换、社会认同和组织认同等相关理论,本研究采用理论推演与实证研究相结合的方法,探索影响员工工作产出的具体因素以及员工所感知的组织支持对他\她们绩效的影响机制,本研究把组织认同这一组织行为学变量作为中介变量。在文献与实证分析的基础上,提炼出本研究的假设,据此构建本文的理论模型。本研究采用问卷调查法收集数据,运用SPSS17.0统计分析软件进行数据分析,包括基本的描述性统计分析、信度和效度分析、回归分析等。通过理论分析和实证研究,本文的结论如下:(1)成员获得的组织支持对其工作绩效结果和它的三个维度(任务绩效、人际促进和工作奉献)均具有显著的正向影响;(2)组织支持感能够正向预测员工的组织认同;(3)组织认同对工作绩效各维度均有显著的正向影响;(4)组织认同在组织支持感与工作绩效之间起着部分中介效应。基于研究发现,本研究针对零售业的管理提出了如下建设性意见:(1)研究发现零售业员工的组织支持感对其任务绩效的相关关系强于对人际促进、工作奉献的相关关系。同时,已有研究表明,与激励型人力资源的相比,保健型人力资源实践对员工工作绩效的影响更加显著。因此,对于零售业的管理者来说,组织可以通过建立具有行业竞争力的薪酬政策、提供较多的工作保障、让员工执行核心任务以外的工作等方式来提升其任务绩效;(2)研究发现组织认同对工作奉献的相关关系强于其对人际促进。因此针对零售行业,在满足了员工较低阶段的需求后,组织要尽可能地满足员工高层次的心理需求。当员工的素质和能力达到要求后,除了给予员工职位的轮换或晋升,提供适合员工个人的职业发展通道,同时也要努力提升员工之间的人际交往;(3)零售业与人们的生活息息相关。近几年出现的食品安全、假冒伪劣产品引起了人们的高度重视。良好的企业形象能够让员工感受到作为组织成员的自豪感,从心理赢得他们的信任和认可,也能显著增强员工对组织的认同度。
[Abstract]:Retail is one of the most important industries in the national economy. It has a direct impact on economic growth and optimization of industrial structure, and has a direct bearing on people's quality of life. In the last five years, with the expansion of domestic demand, As a result of a series of policies, laws and regulations, and the accelerated growth of the service industry, the retail industry has made considerable progress. The role of the retail industry in leading production, increasing consumption, expanding employment, and so on has become increasingly apparent. It has become an indispensable and important force to promote economic and social development. And organizational support can promote employee performance. Organizational support can encourage employees to work more enthusiastically and actively to reward the organization by stimulating their recognition of the organization. Based on the theories of social exchange, social identity and organizational identity, this study combines theoretical deduction with empirical research. To explore the specific factors that affect the employee's work output and the mechanism of the employees' perceived organizational support affecting their performance, this study regards organizational identity as an intermediary variable. Based on the literature and empirical analysis, this study takes the organizational behavior variable as the intermediary variable. Abstract the hypotheses of this study and construct the theoretical model of this paper. This study adopts questionnaire survey to collect data and use SPSS17.0 statistical analysis software to carry out data analysis, including basic descriptive statistical analysis, reliability and validity analysis. Through theoretical analysis and empirical research, the conclusion of this paper is as follows: (1) the organizational support received by members for their job performance results and its three dimensions (task performance, (2) organizational support can positively predict employees' organizational identity. (3) organizational identity has a significant positive impact on all dimensions of job performance. 4) organizational identity in organizational branches. There is a partial mediating effect between persistence and job performance. This study puts forward the following constructive suggestions on the management of retail industry: 1) the research shows that the relationship between organizational support and task performance of retail employees is stronger than that of interpersonal promotion and job dedication. Compared with the motivational human resources, the health care human resource practice has a more significant impact on the performance of employees. Therefore, for the managers of retail industry, organizations can establish pay policies that are competitive in the industry. Providing more job security and enabling employees to perform tasks other than core tasks to improve their task performance. (2) the study found that organizational identity is more relevant to job dedication than interpersonal promotion. Therefore, it is targeted at the retail industry. After meeting the needs of employees in the lower stage, the organization should satisfy the high level psychological needs of employees as far as possible. When the quality and ability of employees meet the requirements, in addition to giving employees rotation or promotion of positions, Providing a career path suitable for individual employees, as well as working hard to improve interpersonal relationships among employees, is closely related to people's lives. Food safety has emerged in recent years. Fake and inferior products attract people's attention. A good corporate image can make employees feel proud of being members of the organization, win their trust and recognition from their psychology, and also significantly enhance their recognition of the organization.
【学位授予单位】：江西财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F724.2

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