团队成员交换、领导成员交换对员工创新绩效的影响机理研究

发布时间：2018-01-26 03:30

本文关键词： 团队成员交换领导成员交换员工创新绩效自我效能感团队成员交换关系差异化　出处：《闽南师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：创新是企业赖以生存和发展的必要条件,也是企业最核心的竞争力。随着知识经济时代的到来,企业愈发关注员工创新,试图通过提高员工创造力来提升组织的创新绩效。在企业组织公民行为研究中,已有研究证实,领导与员工关系、员工与员工关系均会对员工工作态度和行为产生影响,但还鲜有研究探讨它们对员工创新绩效的作用机制。本研究以社会交换理论和社会比较理论为依据,以员工创新绩效为研究对象,探究团队成员交换(领导成员交换)对员工创新绩效的影响,自我效能感在上述关系中的中介作用,以及团队成员交换关系差异化在团队成员交换与自我效能感间的调节作用。本研究运用实证研究方法,对在漳州、福州、厦门、北京等地企业的团队中工作的成员进行问卷调研,并采用SPSS和AMOS对收回的404份问卷进行分析。分析的内容包括:验证各变量的结构模型,验证团队成员交换(领导成员交换)对员工创新绩效的影响作用,验证自我效能感的中介作用和团队成员交换差异化的调节作用;运用的分析方法包括:信效度分析、描述性统计分析、相关分析、多元回归分析和结构方程模型等;最终得出以下结论:(1)团队成员交换对员工创新绩效具有正向的预测作用;(2)领导成员交换对员工创新绩效具有正向的预测作用;(3)自我效能感在团队成员交换与员工创新绩效关系间起到部分中介作用;(4)自我效能感在领导成员交换与员工创新绩效关系间起到部分中介作用;(5)团队成员交换差异化在团队成员交换与自我效能感关系间起到调节作用;即团队成员交换差异化程度越高,团队成员交换与自我效能感的关系越强。
[Abstract]:Innovation is not only a necessary condition for the survival and development of enterprises, but also the core competitiveness of enterprises. With the arrival of the era of knowledge economy, enterprises pay more and more attention to employee innovation. In the research of corporate organizational citizenship behavior, it has been proved that the relationship between leadership and staff. The relationship between employees and employees will have an impact on employees' work attitude and behavior, but there are few studies on the mechanism of their effects on employees' innovation performance. This study is based on the theory of social exchange and the theory of social comparison. Taking employee innovation performance as the research object, this paper explores the effect of team member exchange (leadership member exchange) on employee innovation performance and the intermediary role of self-efficacy in the above relationship. As well as the role of team member exchange relationship differentiation in the team member exchange and self-efficacy. This study uses empirical research methods, Zhangzhou, Fuzhou, Xiamen. Beijing and other enterprises in the team members of the questionnaire survey, and the use of SPSS and AMOS to recover the analysis of 404 questionnaires. The content of the analysis includes: verify the structural model of each variable. To verify the effect of team member exchange (leadership member exchange) on employee innovation performance, to verify the intermediary role of self-efficacy and the moderating effect of team member exchange differentiation; The analytical methods used include: reliability and validity analysis, descriptive statistical analysis, correlation analysis, multivariate regression analysis and structural equation model. Finally, the following conclusions are drawn: 1) team member exchange has a positive predictive effect on employee innovation performance; 2) the exchange of leading members has a positive predictive effect on employee innovation performance; (3) Self-efficacy plays an intermediary role in the relationship between team member exchange and employee innovation performance; (4) Self-efficacy plays an intermediary role in the relationship between leadership exchange and employee innovation performance; 5) the difference of team members' exchange plays an important role in regulating the relationship between team members' exchange and their sense of self-efficacy. That is, the higher the degree of team member exchange differentiation, the stronger the relationship between team member exchange and self-efficacy.
【学位授予单位】：闽南师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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