领导—成员交换、工作绩效与下属满意度的关系研究

发布时间：2018-01-06 13:03

本文关键词：领导—成员交换、工作绩效与下属满意度的关系研究　出处：《河北大学》2017年硕士论文　论文类型：学位论文

【摘要】：在经济全球化的时代,企业都面临着严峻的外部环境,竞争越发的激烈。现如今企业里的人成为企业最具有竞争力的资产。因此,企业如果想要在现有环境中生存和发展下去,企业的领导者必须带领员工改变自身以适应外部环境的变化,并不断协调领导与下属之间的关系,以提高企业的竞争力。在企业员工的交往关系中,怎样才能让领导者与下属之间的互动状态处于最佳,以达到提升组织整体竞争力的目的,是当今领导行为有效性研究的热点问题。根据以上考量,本文通过探究中国文化背景下的领导—成员交换对于工作满意度的影响,并引入工作绩效作为中介变量,以领导—成员交换为自变量,以工作满意度为因变量,来探究领导—成员交换对工作满意度的具体作用机制。领导—成员交换是指,由于时间压力和资源的有限性,领导者只会和下属中的少部分人建立特殊的关系。这些个体就会成为圈内人,他们受到领导更多的重视与帮助,并且有可能被赋予特权;而其他下属则成为圈外人,和领导的关系只局限于正式工作范围之内。本研究采用领导—成员交换量表、工作绩效量表和工作满意度量表对河北、天津、北京、四川、上海等地的企业员工进行了问卷调查,以411名员工为有效样本,探究了领导—成员交换及其各维度对工作满意度的影响,并对工作绩效在两者之间的作用方式进行了探索。本研究以社会交换理论为基础建立研究模型,运用统计软件进行数据分析,得出以下结论:(1)领导—成员交换、工作绩效与工作满意度之间均存在显著两两相关。领导—成员交换的各维度与工作绩效各维度之间存在显著正相关;领导—成员交换各维度与工作满意度存在显著正相关;工作绩效各维度与工作满意度存在显著正相关。(2)领导—成员交换对工作满意度有显著的正向预测作用,它的情感、忠诚、贡献、专业尊敬维度均对工作满意度具有显著的正向预测作用。领导—成员交换对工作绩效具有显著正向预测作用,它的情感、忠诚、贡献、专业尊敬维度均对工作绩效具有显著正向预测作用。工作绩效对工作满意度有显著正向预测作用,它的关系绩效和任务绩效维度均对工作满意度有显著的正向预测作用。(3)工作绩效在领导—成员交换对工作满意度的影响中起部分中介作用。工作绩效的关系绩效和任务绩效维度在领导—成员交换对工作满意度的影响中都起到了部分中介作用。工作绩效在领导—成员交换的情感、忠诚、贡献和专业尊敬维度对工作满意度的影响中都起到了部分中介作用。
[Abstract]:In the era of economic globalization, enterprises are facing severe external environment, increasingly fierce competition. Nowadays, the person in the enterprise to become the most competitive assets. Therefore, if enterprises want to survive in the existing environment and develop, the enterprise leaders must lead the staff to change themselves to adapt to changes in the external environment. And continue to coordinate the relationship between leaders and subordinates, in order to improve the competitiveness of enterprises. In the enterprise employee relations, how to make the leader and the interaction between subordinates in the best, to improve the overall competitiveness of the organization, is a hot issue in research on the effectiveness of the leadership behavior. Based on the above considerations, this paper study leader member Chinese under the background of cultural exchange impact on job satisfaction and job performance, introduced as an intermediary variable, the leader member exchange As the independent variable, job satisfaction as dependent variable to explore the specific mechanism of leader member exchange on job satisfaction. Leader member exchange is that, due to the limited time and resources pressure, the leader will only establish special relationship with subordinates in a small number of people. These individuals will become a circle, they are leadership attention and help more, and may be privileged; become outsiders and other subordinate relations and leadership only confined to formal work range. This research adopts leader member exchange scale and job performance scale and job satisfaction scale in Hebei, Tianjin, Beijing, Sichuan, Shanghai as the enterprise staff conducted a questionnaire survey to 411 employees as samples, to explore the impact of leader member exchange and each dimension of job satisfaction, and job performance in between Mode of action was explored. Based on the social exchange theory to establish the research model as the basis, the data were analyzed by statistical software, draw the following conclusions: (1) leader member exchange, there were 22 significant correlation between job performance and job satisfaction. There is a significant positive correlation between each dimension and the work performance of leader member exchange dimensions; leader member exchange and each dimension of job satisfaction has significant positive correlation; was positively related to job performance dimensions and job satisfaction. (2) leader member exchange has a significant positive effect on job satisfaction, its emotion, loyalty, contribution and professional respect dimensions have significant positive predictive effect on the job satisfaction. Leader member exchange has significant positive predictive effect on job performance, its emotion, loyalty, contribution and professional respect to dimensions of work performance The effect has significant positive predictive effect. The work performance has a significant positive predictive effect on job satisfaction, the relationship between its performance and task performance dimensions have significant positive predictive effect on job satisfaction. (3) performance exchange plays a part intermediary role influence on job satisfaction in leader member relationship performance and job performance. The task performance dimension in leader member exchange effect on job satisfaction plays a mediating role. Job performance in the leader member exchange emotion, loyalty, contribution and professional respect dimensions influence on job satisfaction plays a mediating role.

【学位授予单位】：河北大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：C936

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