公共企业员工反生产行为表现及控制策略

发布时间：2018-12-15 07:31

【摘要】：随着全球经济一体化和科技信息的发展,各类组织面临着不同程度的压力,组织内部的员工面临的挑战和诱惑也越来越多。由于员工个体和所在工作环境的差异性,在工作过程中,难免会出现不符合工作任务要求的行为,即员工的反生产行为。反生产行为是周边绩效中有损于组织的部分。它是指组织中的成员对组织本身或组织中成员的有形财产或者无形财产造成消极影响或伤害的自主行为。本文采用问卷调查的方法,对天津某公共企业的员工进行调查统计,调查问卷的设计是基于国内外学者对员工反生产行为的理论,再结合公共企业员工反生产行为的特点,制定出符合公共企业员工反生产行为的问卷。此次问卷调查总共回收592份有效问卷,运用SPSS软件进行数据统计分析,通过因子分析将公共企业员工反生产行为划分为五个维度:消极怠工、资源损害、人际恶意、组织背离、蓄意破坏。最后根据这五个维度,制定出对应的控制公共企业员工反生产行为的策略。第一,公共企业员工的消极怠工行为,可以从性格测试、组织文化、组织吸引力三方面考虑控制策略。第二,公共企业员工的资源损害行为,主要从价值观、组织培训两方面进行控制。第三,公共企业员工的人际恶意行为,可以从非正式组织、领导方式、人际关系三方面进行控制。第四,公共企业员工的组织背离行为,可以从组织结构、组织文化、组织公平三个角度进行控制。第五,公共企业员工的蓄意破坏行为,可以从法律法规和激励制度两方面分析。通过以上各个方面的控制策略,以期员工的反生产行为的发生频率能够降低,进而提高员工的工作积极性,高效地完成工作任务。本研究拓展了员工反生产行为研究领域,得出了更为具体的公共企业员工的反生产行为控制策略,为公共企业中员工反生产行为的管理和控制提供了新的管理视角和管理方法。
[Abstract]:With the development of global economic integration and scientific and technological information, all kinds of organizations are facing different degrees of pressure, and more challenges and temptations are faced by employees within the organizations. Due to the difference between the individual and the working environment, it is inevitable that there will be behaviors that do not meet the requirements of the task, that is, the anti-production behavior of the employees. Anti-production behavior is a part of peripheral performance that is detrimental to the organization. It refers to the independent behavior that the members of the organization cause negative influence or injury to the tangible or intangible property of the organization itself or the members of the organization. This paper uses the method of questionnaire to investigate the employees of a public enterprise in Tianjin. The design of the questionnaire is based on the theory of the domestic and foreign scholars to the employees' anti-production behavior, and combined with the characteristics of the anti-production behavior of the employees in the public enterprises. Develop a questionnaire that conforms to the employee's anti-production behavior in public enterprises. A total of 592 valid questionnaires were collected and analyzed by SPSS software. Through factor analysis, the employees' anti-production behavior in public enterprises was divided into five dimensions: negativity, resource damage, interpersonal malice, organizational deviation. sabotage Finally, according to the five dimensions, the corresponding control strategy of public enterprise staff anti-production behavior is worked out. Firstly, the negative behavior of employees in public enterprises can consider the control strategy from personality test, organizational culture and organizational attractiveness. Secondly, the resource damage behavior of employees in public enterprises is mainly controlled from two aspects: values and organizational training. Thirdly, the interpersonal malice of public enterprise employees can be controlled from three aspects: informal organization, leadership style and interpersonal relationship. Fourthly, the organizational deviation of public enterprise employees can be controlled from three angles: organizational structure, organizational culture and organizational fairness. Fifth, the vandalism of employees in public enterprises can be analyzed from the aspects of laws, regulations and incentive systems. Through the control strategy of the above aspects, it is expected that the frequency of anti-production behavior of employees can be reduced, and then the work enthusiasm of employees can be improved, and the work tasks can be completed efficiently. This study extends the research field of employee anti-production behavior and obtains more specific anti-production behavior control strategies of employees in public enterprises. It provides a new management perspective and management method for the management and control of employee anti-production behavior in public enterprises.
【学位授予单位】：天津商业大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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