员工建言行为的认知机制研究

发布时间：2018-02-27 16:06

本文关键词： 建言认知理论建言行为心理安全感建言角色认同工作压力　出处：《中国科学技术大学》2017年硕士论文　论文类型：学位论文

【摘要】：员工的有效意见能够帮助企业快速发现组织中存在的问题,改善组织流程。但建言行为具有一定的挑战性和风险性,建言可能会损害员工人际关系或留下不好的印象,因而员工建言需要一定的认知过程。目前有关员工建言行为研究多基于建言相关变量研究,从认知角度出发的建言行为研究较少。本文基于多种建言行为认知理论,建立员工建言行为的认知模型。通过构建促进性因子、抑制性因子与建言行为间的认知模型来解释不同情境下员工的建言认知过程。本文采取问卷调查的方法,对300名员工进行建言认知情况调查。采用两阶段的方法进行问卷的发放,员工回答建言行为的前因变量和认知变量问卷,员工直属上司回答员工建言行为表现的问卷。研究发现心理安全感、建言角色认同促进员工建言;不同维度的工作压力与建言行为的关系不同,挑战性压力促进建言行为,阻碍性压力抑制建言行为。通过多重中介效应分析可以得出,员工在不同的情境下对于建言的认知不同,心理安全感、建言角色认同提高建言行为主要因为员工建言价值认知中介作用显著促进员工建言。挑战性工作压力促进建言行为是因为建言价值认知的中介效应显著于建言成本认知,员工感知建言价值大于成本而建言。阻碍性工作压力抑制建言行为,建言成本认知的中介作用显著,而建言价值认知的作用不显著。根据成本效益理论和建言内隐理论,可以推测在有利的条件下,员工建言多出于一种理性的思考;环境不利时员工拒绝建言更多是出于本能反应,这种本能是长期的社会文化和组织反馈的结果。本文采用建言行为的认知理论,实证验证了建言行为的认知模型,进一步丰富了建言行为的认知理论。不同情境下的员工建言认知模型有利于帮助企业根据具体的情况采取适当的手段促进员工建言。同时本文得出挑战性工作压力促进建言行为的结果也验证了工作压力的两面性。
[Abstract]:The effective opinions of employees can help enterprises quickly find out the problems existing in the organization and improve the organizational process. But the behavior of advice is challenging and risky, and advice may damage the interpersonal relationship of employees or leave a bad impression. Therefore, employee advice needs a certain cognitive process. At present, most of the researches on employee's speech behavior are based on the related variables, but there are few studies on it from the perspective of cognition. This paper is based on a variety of cognitive theories of constructive behavior. The cognitive model of employee's speech behavior is established, and the cognitive model between promotive factor, inhibitory factor and speech behavior is constructed to explain the process of employee's speech cognition under different situations. The method of questionnaire survey is adopted in this paper. The questionnaire was conducted on 300 employees. The questionnaire was distributed with a two-stage method. The employees responded to the questionnaire of the antecedents and cognitive variables of the speech behavior. The research found that the psychological security, the role identity of advice and the relationship between work stress and constructive behavior were different in different dimensions, and the challenging stress promoted the constructive behavior. Through the analysis of multiple mediating effects, it can be concluded that employees have different cognition and sense of psychological security in different situations. The main reason for the improvement of constructive role identity is that the mediating role of employees' perceived value of advice significantly promotes employee's advice, and the stress of challenging work promotes the constructive behavior because the intermediary effect of the cognition of constructive value is more significant than that of the cognition of constructive cost. According to the cost-benefit theory and implicit theory, the staff's perception of constructive value is greater than the cost, the obstructive work pressure inhibits the constructive behavior, the mediating effect of the constructive cost cognition is significant, but the effect of the constructive value cognition is not significant. It can be inferred that under favorable conditions, employees' opinions are mostly based on a rational thinking; when the environment is not favourable, the employees' refusal to make suggestions is more out of instinctive reaction. This instinct is the result of long-term sociocultural and organizational feedback. It further enriches the cognitive theory of speech behavior. The cognitive model of employee advice under different circumstances is helpful to help enterprises to take appropriate measures to promote employee advice according to the specific situation. Meanwhile, this paper draws the conclusion of challenging work pressure. The result of promoting constructive behavior also verifies the two sides of work stress.
【学位授予单位】：中国科学技术大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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