新生代农民工工作幸福感研究：个人—组织多重匹配的分析视角

发布时间：2019-07-08 13:53

【摘要】：农民工是中国工业化、城镇化进程中出现的、具有鲜明特色的新事物,是经济增长和工业化进程强大的人力资源保障。随着经济社会的发展,农民工结构出现了代际转变,80年代之后出生的新生代农民工成为该群体的主力军。与第一代农民工相比,他们具有受教育程度高、职业期望高、物质和精神要求高等特征,有着更为现代化的工作理念和对生活的更高期许,但工作生活环境和社会地位却仍然与父辈相似。主观追求与现实冲突形成的巨大心理反差,对新生代农民工的幸福感知产生了重要影响,并集中通过工作幸福感予以体现:工作几乎成为他们生活的全部,工作幸福感就在很大程度上决定了其整体幸福感。富士康“连跳”事件折射出了工作幸福感缺失所造成的严重社会后果。因此,关注新生代农民工这一特殊群体工作幸福感的形成及其影响,对于提升该群体的工作、生活质量,以及雇佣企业的组织绩效有着重要的学术意义和实践价值。以往对新生代农民工幸福感的研究范式多为探究个体特征、企业与社会环境等单一性因素对幸福感的静态影响。然而,随着互动心理学以及人与组织契合研究的兴起,研究者们发现个人特质和环境等单一变量难以解释个体的态度和行为变化,人与环境的交互作用则可以最大程度解释这种变异。个人—组织匹配理论同时强调环境与个体因素的重要性,关注个人与组织的相容性对于个体变量的影响,成为目前研究个人行为和态度的新方向。最为常用的人—组织匹配模型包含三个维度:价值观匹配、个人需求与组织供给匹配(N-S Fit)及工作要求与个人能力的匹配(D-A Fit)三个维度,它们的含义分别为:员工个人的工作价值观、工作目标等基本特征是否与其所在的企业相一致,企业提供的资源和机会能否满足员工的需要,以及员工自身所具备的知识、技能能否满足其所在的工作岗位要求。本研究从微观层面,探讨了个人—组织匹配三维度对新生代农民工工作幸福感的影响,并揭示了工作意义和个人现代性在其中的作用。本研究数据分析结果表明,新生代农民工与其工作组织之间的三个匹配维度(价值观匹配、个人需求与组织供给匹配、工作要求与个人能力的匹配)均对其工作幸福感具有显著的正向影响;感知到的工作意义在此影响关系中具有中介作用;另外,新生代农民工的个人现代性,即个体的价值取向,在该影响关系中有正向调节作用,主要体现在价值观匹配、个人需求与组织供给匹配对工作幸福感的作用关系上。具体而言,本研究主要分四部分,各部分内容如下:第一部分(即第一章),绪论。首先对本研究的研究背景进行了介绍,在此基础上提出了所要研究的问题,然后阐述了本研究的研究目的、研究意义、研究内容与框架,最后说明了本研究的研究方法。第二部分(包括第二、三章),文献综述与研究假设。首先对以往的研究进行了梳理和总结,包括新生代农民工的概念和特征,工作幸福感的概念和测量、影响因素以及新生代农民工幸福感研究相关研究等。接着,在前面文献分析的基础上,立足个人-组织匹配视角,提出了本研究的研究思路,以及相关研究假设,从而构建了本研究的理论模型。第三部分(包括四、五章),研究设计与数据处理分析。首先阐述了各变量的测量、预调研情况、正式问卷内容及发放情况,然后对本研究所采用的统计方法进行了简要概述。接着,对问卷进行信度和效度、共同方法偏差分析,保证数据的可靠性。最后通过回归分析来检测研究模型的相关假设。第四部分(即第六章),研究结论与展望。概括了研究的结论,提出了本研究结果对实践的启示,以及本研究的不足和后续研究的展望。
[Abstract]:The peasant-worker is a new thing that emerged in the process of industrialization and urbanization in China. It is a powerful human resource guarantee in the process of economic growth and industrialization. With the development of the economy and society, the structure of the migrant workers has changed from generation to generation, and the new generation of migrant workers born in the 1980s became the main force of the group. Compared with the first-generation migrant workers, they have the characteristics of high education degree, high career expectation, high material and spiritual demand, and have more modern work concept and higher promise to life, but the working life environment and social status are still similar to those of the parents. The great psychological contrast formed by the subjective pursuit and the real-time conflict has an important influence on the sense of happiness of the new-generation migrant workers, which is reflected in the work well-being: the work is almost the whole of their lives, and the work well-being determines the overall well-being. The Foxconn "even jump" incident reflects the serious social consequences of a lack of work well-being. Therefore, it is of great academic significance and practical value to pay attention to the formation and influence of the work well-being of the special group of the new-generation migrant workers. The previous study on the well-being of the new-generation migrant workers is to explore the static effect of the individual characteristics, the enterprise and the social environment on the well-being. However, with the rise of the interaction psychology and the relationship between the human and the organization, the researchers found that the individual character and the environment and other single variables are difficult to explain the individual's attitude and behavior change, and the interaction between the human and the environment can explain the variation to the greatest extent. The theory of personal organization matching emphasizes the importance of the environment and the individual factors, and pays attention to the influence of the compatibility of the individual and the organization on the individual variables, and becomes a new way to study the individual behavior and attitude. The most common people's organization matching model includes three dimensions: value matching, personal needs and organization supply matching (N-S Fit) and matching of job requirements and personal ability (D-A Fit). Whether the basic characteristics of the working target are in line with the enterprises in which they are located, whether the resources and opportunities provided by the enterprises can meet the needs of the employees, and the knowledge and skills of the employees themselves can meet the job requirements of the employees. This study, from the micro-level, discusses the influence of the three dimensions of the individual's organization's matching on the work well-being of the new-generation migrant workers, and reveals the significance of the work and the role of the individual's modernity. The data analysis results show that the three matching dimensions (values matching, individual demand and organization supply matching, work requirements and individual ability) among the new-generation migrant workers and their working groups have a significant positive impact on their work well-being; The perceived work significance has an intermediary role in this relationship; in addition, the individual modernity of the new-generation migrant workers, that is, the value orientation of the individual, has a positive regulation in the influence relationship, which is mainly reflected in the value matching, The relationship of individual demand and organization supply to work well-being. Specifically, the main part of this study is as follows: Part one (i.e., the first chapter), introduction. First of all, the research background of this study is introduced, and the problems to be studied are put forward. Then, the purpose, significance, content and framework of this study are set forth, and the research methods of this study are also described. The second part (including the second and third chapters), the literature review and the research hypothesis. First of all, the past research has been sorted and summarized, including the concept and characteristics of the new-generation migrant workers, the concept and the measurement of the work well-being, the influence factors and the research on the well-being of the new-generation migrant workers. Then, on the basis of the previous literature analysis, based on the individual-organization matching perspective, this paper puts forward the research thinking of this study and the relevant research hypotheses, so as to construct the theoretical model of this study. The third part (including four and five chapters), the study design and the data processing analysis. The measurement, the pre-investigation, the content and the distribution of each variable are described, and the statistical methods used in this study are briefly summarized. Then, the reliability and validity of the questionnaire are carried out, the deviation analysis of the common method is carried out, and the reliability of the data is guaranteed. Finally, the correlation hypothesis of the study model is detected by the regression analysis. The fourth part (that is, the sixth chapter), the research conclusion and the prospect. The conclusions of the study are summarized, and the enlightenment of the results of this study to the practice, as well as the shortcomings of this study and the prospect of the follow-up study, are put forward.
【学位授予单位】：天津理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F323.6

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