新生代员工心理资本与敬业度的关系研究

发布时间：2018-06-12 06:22

本文选题：心理资本 + 员工敬业度　；参考：《杭州电子科技大学》2014年硕士论文

【摘要】：新生代员工是伴随着改革开放与中国经济快速发展而成长起来的一代，近年来他们已逐渐成为企业的中坚力量，在职场中占据越来越重要的位置。由于新生代员工的成长环境与前几代人明显不同，使得他们的性格特征、价值观念等与前辈有着显著的差异，在工作中兼有积极与消极的态度，表现出低敬业度。在强调薪酬、领导力及管理水平对员工敬业度的作用时，很少有人关注驱动员工敬业度的积极心理能力。尤其是对于新生代员工这一群体，在工作中压力巨大，缺乏工作的持续动力，进而影响了敬业度和绩效。有关心理资本的研究，正是为了应对这一问题而展开的。相关理论研究表明，敬业度是心理资本的重要结果变量，心理资本也是敬业度的一项重要内在影响因素。此外，对于员工心理资本对其敬业度是有直接影响还是通过某些中间变量而产生间接影响，或是两种影响方式均存在，也是需要我们进一步的深入探讨。基于心理资本理论、组织支持感理论和员工敬业度理论，本研究以新生代员工为研究对象，构建心理资本与员工敬业度的影响作用模型。在参考国内外学者开发的量表的基础上,编制本研究的调查问卷，，对杭州、合肥、苏州等地的226名新生代员工进行调查，通过方差分析、相关分析、回归分析等统计分析方法得出以下结论： 1、通过探索性因子分析，得出新生代员工的敬业度由投入工作、认同组织、主动参与三个维度构成。描述性统计结果显示新生代员工普遍表现出比认同组织更高水平的工作投入。 2、新生代员工的心理资本、组织支持感和敬业度均在部分的人口统计学变量上存在差异。企业在管理过程中应考虑到员工背景因素的差异性，采取有针对性的管理措施。 3、新生代员工的心理资本整体及其各维度与敬业度的各维度存在显著的正相关关系，心理资本作为整体的作用要远大于单个维度的作用。 4、分步线性回归分析表明，组织支持感的上级支持和同事支持两个维度在心理资本与敬业度的关系中起到显著的正向调节作用，而制度支持的调节作用不显著。通过理论分析与实证研究验证了新生代员工心理资本、组织支持感和敬业度之间的关系。此外，本文的研究结果不仅丰富了积极组织行为学和积极心理学理论，对企业关于新生代员工敬业度的提升提供了建设性的建议，并对研究中存在的问题及未来的研究发展方向进行了探讨。
[Abstract]:The new generation of employees is growing up with the reform and opening up and the rapid development of China's economy. In recent years, they have become the backbone of the enterprise, occupying an increasingly important position in the workplace. Because the growth environment of the new generation of employees is obviously different from those of the previous generations, their personality characteristics, values and so on are obviously different from their predecessors, and they have both positive and negative attitudes in their work, showing a low degree of engagement. In emphasizing the role of compensation, leadership and management level on employee engagement, few people pay attention to the positive psychological ability that drives employee engagement. Especially for the new generation of employees, the pressure in the work is huge, the lack of continuous motivation, and then affect the engagement and performance. The research on psychological capital is to deal with this problem. Relevant theoretical studies show that engagement is an important outcome variable of psychological capital, and psychological capital is also an important internal factor of engagement. In addition, whether the psychological capital has a direct influence on the employee's engagement, or whether it has an indirect effect through some intermediate variables, or whether there are two ways of influence, is also need to be further explored. Based on the theory of psychological capital, Based on the theory of organizational support and employee engagement, this study takes the new generation of employees as the research object, and constructs the influence model of psychological capital and employee engagement. Based on the questionnaire developed by scholars at home and abroad, 226 new generation employees in Hangzhou, Hefei and Suzhou were investigated by ANOVA and correlation analysis. Regression analysis and other statistical analysis methods draw the following conclusions: 1, through exploratory factor analysis, it is concluded that the engagement of the new generation of employees consists of three dimensions: work commitment, identification with organization, and active participation. Descriptive statistical results showed that the new generation of employees generally showed a higher level of work involvement than the identification organization. 2. The psychological capital, organizational support and engagement of the new generation employees were all different in some demographic variables. In the process of enterprise management, the differences of employee background factors should be taken into account, and targeted management measures should be taken. 3. There is a significant positive correlation between the psychological capital of the new generation of employees and the dimensions of their engagement. The role of psychological capital as a whole is much greater than that of a single dimension. 4. Stepwise linear regression analysis shows that, The two dimensions of superior support and colleague support play a significant positive role in the relationship between psychological capital and engagement. Through theoretical analysis and empirical research, this paper verifies the relationship among psychological capital, organizational support and engagement of the new generation of employees. In addition, the results of this paper not only enrich the theory of positive organizational behavior and positive psychology, but also provide constructive suggestions for the promotion of new generation employees' engagement. The problems existing in the research and the future research direction are also discussed.
【学位授予单位】：杭州电子科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F224

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