工作嵌入、组织承诺与员工建言行为的关系研究

发布时间：2018-03-09 19:34

本文选题：工作嵌入　切入点：组织承诺　出处：《苏州大学》2016年硕士论文　论文类型：学位论文

【摘要】：自改革开放以来,中国经济取得了举世瞩目的成绩,而作为中国经济这艘巨轮的细胞单位之一的企业在其中起到了巨大的推动作用。自外资企业大量引进后,企业建设与管理已迫不及待的被要求从传统的小作坊意识或铁腕式的家长一言堂管理向关注企业文化建设,重视员工参与的观念的转变,人力资源管理的主要绩效管理指标(KPI)也被明确写入管理者年度绩效考核,其中员工有效建言(又称合理化建议)数量就成为很多公司用于衡量员工有效参与和营造企业创新文化的一项指标,甚至部分企业还强制要求人均建言数量,然而有些企业很成功,有些企业却收效甚微。在组织行为学和心理学方面,员工建言行为早在20世纪70年代就已兴起,近年来更成为了研究热点。本文着眼于工作嵌入和组织承诺来探讨其与员工建言行为的关系,通过网络历史文献查阅,对工作嵌入、组织承诺和建言行为的概念、理论发展、维度、测量及三者间的相互关系进行探讨。采用了问卷调查法收集研究数据,SPSS技术分析所收数据,首先通过描述性统计分析研究人口统计变量对工作嵌入、组织承诺、员工建言的影响,然后再以性别和职位为控制变量使用层级回归方法分别探讨了工作嵌入与组织承诺、工作嵌入与建言行为、组织承诺(情感承诺、持续承诺、规范承诺)与建言行为之间的关系,同时还检验了组织承诺在工作嵌入与建言行为关系间的中介作用。结果表明:(1)工作嵌入及两个子维度——组织嵌入和社区嵌入,对员工建言均具有正向预测作用;(2)工作嵌入对员工的组织承诺具有显著的正向影响;(3)组织承诺及其三个子维度——情感承诺、规范承诺和持续承诺,对员工建言行为具有显著的正向影响;(4)组织承诺在工作嵌入与员工建言行为的关系中起中介作用。最后,本文基于研究结论对企业人力资源管理实践给出中肯建议,另外倡议企业对工作嵌入包括工作外嵌入因素(例如员工的居住环境、家庭生活以及社会关系等)对公司以建言为渠道的文化建设、提高员工敬业度的关注。
[Abstract]:Since the reform and opening up, the Chinese economy has made remarkable achievements, and as one of the cell units of the Chinese economy, the enterprise has played a huge role in promoting it. Since the introduction of a large number of foreign-funded enterprises, Enterprise construction and management have been eagerly asked to change from traditional small workshop consciousness or iron-handed parental arbitrary management to focus on corporate culture construction and employee participation. The main performance management indicators of human resources management (KPI) are also explicitly included in the annual performance appraisal of managers. Among them, the number of effective suggestions by employees (also known as rationalization proposals) has become an indicator used by many companies to measure the effective participation of their employees and to create a culture of innovation in enterprises. But some companies have been successful, others have had little success. In organizational behavior and psychology, employee advocacy started as early as 1970s. In recent years, it has become a research hotspot. This paper focuses on the relationship between job embedding and organizational commitment, and discusses the relationship between job embedding and organizational commitment, and the theoretical development of the concepts of job embedding, organizational commitment and constructive behavior through the reference of online historical documents. The dimension, measurement and the relationship between them are discussed. The data collected by SPSS are collected by questionnaire. Firstly, the demographic variables are embedded into the job and the organization commitment is studied by descriptive statistical analysis. Then using the hierarchical regression method, the influence of employee advice on job embedding and organizational commitment, job embedding and advising behavior, organizational commitment (affective commitment, continuous commitment) was discussed. The relationship between normative commitment and constructive behavior, and the intermediary role of organizational commitment in the relationship between job embedding and constructive behavior. The results show that work embedding and two sub-dimensions-organizational embedding and community embedding. Job embedding has a significant positive impact on employees' organizational commitment and its three sub-dimensions-emotional commitment, normative commitment and continuous commitment. Organizational commitment plays an intermediary role in the relationship between job embeddedness and employee advice behavior. Finally, based on the conclusions of the study, this paper gives some pertinent suggestions to the practice of human resources management in enterprises. In addition, it is suggested that enterprises should pay attention to the cultural construction of the company through the channel of advice, including the factors of embedding outside work (such as the living environment of employees, family life and social relations, etc.), so as to improve the employees' engagement.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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