突变式组织变革特征对个体学习行为、团队信任的影响研究

发布时间：2018-08-30 14:53

【摘要】：市场经济瞬息万变,企业想要在市场竞争中立于不败之地就必须顺应市场经济的发展,不断进行变革。但是变革并不是一蹴而就的,会受到各种因素的阻碍。本研究采用实验研究方法,模拟突变式组织变革的情境来检验突变式组织变革对个体、团队的层次效应,在分析突变式组织变革给个体、团队带来何种影响的前提下提出相应的管理建议,以利于组织变革的顺利进行。本文首先对组织变革、目标取向等理论的相关文献进行梳理,建立了突变式组织变革的层次效应模型,对研究变量的相关关系提出了假设,从α、β、γ三种不同方法出发,结合突变式组织变革的风险创新性、动态整合性和网络互动性三大特征设计三个实验,在对前人量表进行修改的基础上,运用SPSS.20对所收集到的32个团队的96名团队成员共计128份问卷进行统计分析,探究了突变式组织变革特征与个体学习行为、团队信任之间的关系。研究结果发现:(1)突变式组织变革风险创新性、动态整合性和网络互动性特征对个体学习行为具有显著的正向影响作用;(2)个体学习目标取向在突变式组织变革风险创新性、动态整合性、网络互动性与个体学习行为间起正向调节作用,个体绩效目标取向在突变式组织变革风险创新性、动态整合性与个体学习行为间起反向调节作用,团队信任在突变式组织变革网络互动性与个体行为间起正向调节作用;(3)在α、β、γ三次实验中,突变式组织变革网络互动性对团队信任具有显著的正向影响作用,团队认同在二者之间起正向调节作用;(4)在实验前测试中,突变式组织变革网络互动性对团队信任的正向影响未通过显著性检验,团队认同的正向调节作用也未通过显著性检验。其次,在对实验结果进行分析的基础上提出了几点管理建议:(1)企业应该建立学习型组织,加强员工培训,不断提升员工自身的综合素质;(2)企业应加强团队建设,加强团队成员之间的互动与交流,不断建立起团队成员之间的信任感和认同感;(3)企业在组建团队时,应该注重团队规模,对团队成员进行合理分工,提高每位员工的参与度和满意度。最后,指出了研究中存在的不足,如样本数据不充足,研究对象不具有针对性,实验研究固有的缺陷等。希望在未来的研究中能够将实验场所置于真实的工作场景中,以检验在真实情景中突变式组织变革对个体、团队的层次效应。
[Abstract]:The market economy is changing rapidly, and enterprises must adapt to the development of market economy and make continuous changes if they want to be invincible in the market competition. But change is not achieved overnight, will be hindered by various factors. This study uses the experimental research method to simulate the situation of the mutation organizational change to test the hierarchical effect of the mutation organizational change on the individual and the team, and to analyze the mutation organizational change to the individual. Team impact under the premise of the corresponding management suggestions, in order to facilitate the smooth progress of organizational change. This paper firstly combs the relevant literatures of organizational change and goal orientation, establishes the hierarchical effect model of mutant organizational change, and puts forward the hypothesis to study the correlation of variables, starting from three different methods: 伪, 尾, 纬. Combining with the risk innovation, dynamic integration and interactivity of network, three experiments are designed, which are based on the revision of previous scales. SPSS.20 was used to analyze a total of 128 questionnaires of 96 team members collected from 32 teams, and the relationship between the characteristics of mutation organizational change and individual learning behavior and team trust was explored. The results show that: (1) the risk innovation of mutation organizational change, dynamic integration and network interaction have significant positive effects on individual learning behavior; (2) individual learning goal orientation is innovative in mutation organizational change risk. Dynamic integration, network interaction and individual learning behavior play a positive regulatory role, individual performance goal orientation in the mutation of organizational change risk innovation, dynamic integration and individual learning behavior play a reverse regulatory role. (3) in the three experiments of 伪, 尾, 纬, the interaction of mutant organizational change network has a significant positive effect on team trust. Team identity plays a positive regulatory role between the two. (4) in the pre-experiment test, the positive impact of mutable organizational change network interaction on team trust did not pass the significance test, and the positive regulatory effect of team identity did not pass the significance test. Secondly, based on the analysis of the experimental results, several management suggestions are put forward: (1) the enterprise should establish a learning organization, strengthen the staff training, and continuously improve the comprehensive quality of the staff; (2) the enterprise should strengthen the team building, Strengthen the interaction and communication among the team members, and constantly establish the trust and identity among the team members; (3) the enterprise should pay attention to the team size, the reasonable division of labor among the team members, Increase the participation and satisfaction of each employee. Finally, the shortcomings of the research are pointed out, such as insufficient sample data, lack of pertinence of the research object, inherent defects of the experimental research and so on. It is hoped that in the future research, the experimental site will be placed in the real work scene to test the hierarchical effect of the mutated organizational change on the individual and the team in the real situation.
【学位授予单位】：湖北工业大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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