新生代员工职场友谊与工作绩效的关系研究

发布时间：2018-08-23 10:56

【摘要】：自人力资源学派在管理中重视人的作用以来,尤其是霍桑试验证实了非正式组织对员工有重大的影响作用以来,非正式关系对员工行为以及组织行为的影响引起了广大学者和管理者的关注。在现代生活中,人们在职场中度过的时间越来越长,作为一种非正式关系,职场友谊也越来越受到人们的重视。在不同的文化背景下,国外的研究成果并不一定适用于中国；即使其在中国情境下适用,但新生代员工与老一辈员工之间有显著的差异,适用于老一辈员工的研究成果并不一定适用于新生代员工。因此,研究中国情境下新生代员工职场友谊与工作绩效的关系迫切而重要。通过文献分析,在已有研究的基础上本文选取了比较成熟的量表来测量职场友谊与工作绩效；经过预研究,本文采用项目分析、信度分析以及探索性因子分析对初始量表进行了修正；在正式分析中,研究假设的检验依赖于因素分析、方差分析以及相关分析,其中验证性因子分析的结果显示,中国情境下新生代员工的职场友谊可以分为职场友谊机会和职场友谊强度两个维度；方差分析的结果显示不同性别、出生年份、工作年限、单位性质新生代员工职场友谊的差异不显著；不同受教育程度的新生代员工职场友谊机会间的差异显著,不同受教育程度的新生代员工职场友谊强度间的差异不显著；相关分析的结果显示,新生代员工的职场友谊与其工作绩效间的相关关系显著,其中友谊机会正向影响任务绩效、人际促进和工作奉献,友谊强度正向影响人际促进和工作奉献,负向影响任务绩效。在结论部分,本文利用需要层次理论和工作特征模型理论对数据分析结果进行了解释。本研究认为,新生代员工的生理需要、安全需要基本上已经得到了满足,因此,职场友谊作为高级需要将会成为主导需要,直至被基本满足,而且,这种需要不会随着性别、出生年份、工作年限、单位性质的不同而有显著的差异。本文还认为职场友谊这一非正式关系会通过影响新生代员工对关键心理状态的体验来影响工作绩效,并且高质量的职场友谊可能会引发组织难题,对工作绩效的提高产生负面影响。依据研究结果,职场友谊是新生代员工高级需要的重要内容；企业亦可通过提供较好的机会供新生代员工发展职场友谊以达到提高工作绩效的目的,但是同样须考虑到友谊强度对工作绩效的负向影响作用,合理、正确的引导职场友谊的发展才能取得良好的效果。
[Abstract]:Since the human resources school attached importance to the role of people in management, especially since the Hawthorne experiment confirmed that informal organizations have a significant impact on employees, The influence of informal relationship on employee behavior and organizational behavior has attracted the attention of scholars and managers. In modern life, people spend more and more time in the workplace, as an informal relationship, workplace friendship is more and more valued. Under different cultural backgrounds, foreign research results do not necessarily apply to China; even if they are applicable in Chinese contexts, there are significant differences between the new generation of employees and the older generation of employees. The research results applicable to the older generation of employees are not necessarily applicable to the new generation of employees. Therefore, it is urgent and important to study the relationship between workplace friendships and job performance of new generation employees in Chinese context. Through literature analysis, based on the existing research, this paper selected a more mature scale to measure workplace friendship and job performance. Reliability analysis and exploratory factor analysis modify the initial scale. In formal analysis, the test of research hypotheses depends on factor analysis, variance analysis and correlation analysis. The workplace friendship of the new generation of employees in Chinese context can be divided into two dimensions: workplace friendship opportunity and workplace friendship intensity. There is no significant difference in workplace friendship among the new generation of employees with unit nature, the difference of the opportunity of workplace friendship among the new generation of employees with different education level is significant, and the difference of the intensity of workplace friendship among the new generation of employees with different education level is not significant. The results of correlation analysis showed that there was a significant correlation between workplace friendship and job performance of the new generation of employees, in which the opportunity of friendship positively affected task performance, interpersonal promotion and job dedication. The intensity of friendship positively affects interpersonal promotion and work dedication, and negatively affects task performance. In the conclusion part, this paper uses the theory of hierarchy of needs and the theory of work characteristic model to explain the results of data analysis. This study holds that the physiological needs and security needs of the new generation of employees have been basically met. Therefore, as a high-level need, workplace friendship will become the dominant need until it is basically met, and this need will not be gender dependent. Years of birth, years of work, and unit nature are significantly different. This paper also argues that the informal relationship of workplace friendships can affect job performance by influencing the new generation of employees' experience of critical mental states, and that high-quality workplace friendships may lead to organizational problems. Negative impact on job performance improvement. According to the results of the study, workplace friendship is an important part of the senior needs of the new generation of employees. Enterprises can also provide a better opportunity for the new generation of employees to develop workplace friendships in order to achieve the goal of improving their job performance. But we should also consider the negative effect of friendship intensity on job performance, reasonable and correct guide the development of workplace friendship to achieve good results.
【学位授予单位】：湖北大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F224

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