组织变革认知、组织认同与工作绩效的关系研究

发布时间：2018-02-10 01:25

本文关键词： 组织变革认知组织认同工作绩效　出处：《南京邮电大学》2016年硕士论文　论文类型：学位论文

【摘要】：面临着经济全球化和日益激烈的商业竞争,企业所处的内外部环境也越来越具有不确定性。为了能够适应复杂和多元化的环境,企业必须提升自身运营和管理的灵活性。因此,组织变革也就成为了企业所无法避免的一个重要又充满挑战的议题。目前,很多企业已经认识到组织变革是确保企业保持其自身竞争优势、永续经营的必要手段,也有很多企业在践行着变革措施,但是组织变革失败的几率仍然很高。以往的研究从宏观层面着手,希望开发出一种组织变革模型,来引导组织变革努力的方向,但是从个体、微观层面入手来研究组织变革的文献并不多。组织变革是以人为中心的,员工在组织变革过程中发挥了重要作用,并且影响到组织变革的最终成败。究其原因,由于个体差异,每个人对待组织变革这一事件的理解和认知不同,所以他们对待变革的态度和工作投入也不相同,从而会影响到其工作绩效。同时,在研究组织变革认知与工作绩效的关系时,组织认同也是一个非常重要的因素,因为组织认同能将个体的认知内化,形成对群体或组织的评价。所以,本研究选取了组织认同的角度,研究员工的组织变革认知对工作绩效的影响及具体作用机制,有助于减少员工的变革抵制行为、提高工作绩效,从而使得企业成功实施组织变革。在大量阅读和整理相关文献的基础上,通过问卷调查的方法,运用数据分析软件对组织变革认知、组织认同及工作绩效这三者之间的关系进行了实证研究,对组织认同在组织变革认知和工作绩效之间的中介作用进行了检验。本文主要运用了SPSS和AMOS数据分析软件对数据进行处理,对研究结论进行了分析,并提出了管理建议。本研究所采用的主要统计分析方法有：描述性统计分析、信度和效度分析、独立样本的T检验、单因素方差分析、相关分析及回归分析等科学研究方法。通过对资料进行分析验证,本研究所得出的研究结论如下：(1)组织变革认知正向作用于工作绩效；(2)组织认同正向作用于工作绩效；(3)组织认同在组织变革认知与工作绩效关系中起到部分中介作用；(4)组织变革认知、组织认同因受测者的个体差异而存在显著不同。
[Abstract]:In the face of economic globalization and increasingly fierce business competition, the internal and external environment of enterprises is becoming more and more uncertain. In order to adapt to the complex and diversified environment, enterprises must enhance the flexibility of their own operation and management. Organizational change has become an important and challenging issue that enterprises cannot avoid. At present, many enterprises have realized that organizational change is a necessary means to ensure that enterprises maintain their own competitive advantage and operate sustainably. There are also many enterprises that are carrying out the reform measures, but the probability of organizational change failure is still very high. Previous studies from the macro level, hoping to develop a model of organizational change to guide the direction of organizational change efforts, but from the individual, There are few documents to study organizational change at the micro level. Organizational change is people-centered, and employees play an important role in the process of organizational change, and affect the ultimate success or failure of organizational change. Each person has different understanding and cognition of organizational change, so their attitude and commitment to change are different, which will affect their job performance. At the same time, when studying the relationship between organizational change cognition and job performance, Organizational identity is also a very important factor because organizational identity can internalize individual cognition and form an evaluation of groups or organizations. The research on the influence of employee's organizational change cognition on job performance and its specific mechanism will help to reduce employee's resistance to change and improve job performance. In order to make enterprises successfully implement organizational change. On the basis of reading and sorting out a large number of relevant documents, through the method of questionnaire, using data analysis software to recognize organizational change, The relationship between organizational identity and job performance is studied empirically. This paper examines the intermediary role of organizational identity between organizational change cognition and job performance. This paper mainly uses SPSS and AMOS data analysis software to process the data and analyze the research conclusions. The main statistical analysis methods used in this study are descriptive statistical analysis, reliability and validity analysis, T test of independent samples, single factor variance analysis. Scientific research methods such as correlation analysis and regression analysis. The conclusions of this study are as follows: 1) organizational change cognition plays a positive role in job performance. (2) organizational identity plays a positive role in job performance. 3) organizational identity plays a part of intermediary role in the relationship between organizational change cognition and job performance. Organizational awareness of change, Organizational identity varies significantly according to the individual differences of the subjects.
【学位授予单位】：南京邮电大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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