金钱激励氛围对员工亲社会行为与工作幸福感的影响研究

发布时间：2018-03-03 20:18

本文选题：金钱激励氛围　切入点：员工-组织经济交换　出处：《华中师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：改革开放以来,社会主义市场经济的发展,解决了计划经济时代严重的平均主义问题。但随着社会主义市场经济的发展和全球化,企业的发展机制体制出现了新的问题和挑战。在人力资源领域,我国不断学习西方的先进理念来指导实践。但现阶段我国处于社会主义市场经济转型期,加之人们的思想观念也发生了深刻变化,直接照搬西方的激励理论来指导我国的企业实践,已无法满足企业发展的需要,为了企业的长远发展,需要结合实际,制定有效的激励制度来激励员工。本研究从员工-组织关系的视角,结合社会交换理论,以企业员工为研究对象,探究企业金钱激励氛围对员工工作幸福感和亲社会行为的影响,验证员工-组织经济交换和社会交换在以上关系中所起的中介作用,并讨论了不同人口学变量在各个变量上的差异性。研究一通过50名企业员工的开放性问卷调查和访谈,编制了《金钱激励氛围》量表,对112名企业员工进行预调研,经过探索性因素分析和验证性因素分析得到5个条目。研究二涉及47家企业,258名企业员工,研究样本分布较为广泛,代表性良好。结果表明,金钱激励氛围负向影响工作满意度(β=-0.215,p0.001)、OCB-O(β=-0.241,p0.001)和 OCB-I(β=-0.090,p=0.071);金钱激励氛围正向影响员工-组织经济交换(β=0.609, p0.001),负向影响员工-组织社会交换(β=-0.154,p0.01);员工-组织经济交换负向影响工作满意度(β=-0.116, p0.05)、OCB-O(β=-0.234,p0.001),员工-组织社会交换正向影响工作满意度(β=0.391,p0.001)、OCB-O(β=0.187,p0.001)和 OCB-I(β=0.444,p0.001)。总的来说,员工-组织经济交换在金钱激励氛围和工作满意度、OCB-O的关系中起部分中介作用,中介效应值分别为-0.071和-0.143。员工-组织社会交换在金钱激励氛围和工作满意度、OCB-O的关系中均起部分中介作用,中介效应值分别为-0.060、-0.029。员工-组织社会交换在金钱激励氛围和OCB-I的关系中起完全中介作用,中介效应值为-0.068。基于本研究的结果,未来企业在采取激励措施时,要考虑到金钱激励的作用,有针对性对员工提供不同的激励措施,以求最低成本、最大效果地实现目标。在当前社会主义市场经济转型期,本研究希望能够为企业改善激励制度,提高员工工作幸福感提供理论依据。
[Abstract]:Since the reform and opening up, the development of the socialist market economy has solved the serious equalitarianism problem in the planned economy era. However, with the development of the socialist market economy and globalization, New problems and challenges have emerged in the development mechanism system of enterprises. In the field of human resources, our country is constantly learning the advanced ideas of the West to guide the practice. However, at the present stage, China is in the transition period of socialist market economy. In addition, people's ideas have also undergone profound changes. Direct imitation of the western incentive theory to guide the enterprise practice in our country has not been able to meet the needs of the development of enterprises. For the long-term development of enterprises, it is necessary to combine with reality. From the perspective of the staff-organization relationship and the theory of social exchange, this study takes the enterprise employees as the research object. To explore the influence of financial incentive atmosphere on employee's job happiness and pro-social behavior, and to verify the intermediary role of staff-organizational economic exchange and social exchange in the above relationships. The paper also discusses the differences of different demographic variables on each variable. In the first study, through the open questionnaire survey and interview of 50 employees, the "money incentive atmosphere" scale was compiled, and 112 employees were investigated in advance. Through exploratory factor analysis and confirmatory factor analysis, five items were obtained. The second study involved 258 employees in 47 enterprises. The monetary incentive atmosphere negatively affected job satisfaction (尾 -0.215p 0.001) and OCB-I (尾 -0.090 p0.071); the monetary incentive atmosphere positively affected the staff-organizational economic exchange (尾 0.609, p 0.001), the negative effect on staff-organizational social exchange (尾 -0.154) p0.01; the staff-organizational economic exchange negatively affected the work-related economy exchange (尾 -0.154); the employee-organizational economic exchange negatively affected the work-related economy exchange (尾 -0.609, p 0.001). Meaning (尾 -0.116, p 0.05) OCB-O (尾 -0.234), employee / organizational social exchange positively affects job satisfaction (尾 0.391g / p 0.001) and OCB-O (尾 -0.187 / p0.001) and OCB-I (尾 -0.444U / p 0.001). Generally speaking, OCB-O (尾 -0.184) and OCB-I (尾 0.444p0.001) have positive effects on job satisfaction (尾 0.391g / p 0.001). Employee-organizational economic exchange plays an intermediary role in the relationship between monetary incentive climate and job satisfaction. The intermediary effect values were -0.071 and -0.143 respectively. The staff-organizational social exchange played a part of intermediary role in the relationship between monetary incentive atmosphere and job satisfaction degree (OCB-O). The intermediary effect values are -0.060 and -0.029 respectively. The staff-organizational social exchange plays a complete intermediary role in the relationship between monetary incentive atmosphere and OCB-I, and the intermediary effect value is -0.068. Based on the results of this study, when enterprises take incentive measures in the future, To consider the role of monetary incentives, targeted employees to provide different incentives, in order to achieve the lowest cost, maximum effectiveness. In the current period of socialist market economy transformation, The purpose of this study is to provide theoretical basis for enterprises to improve their incentive system and enhance their work well-being.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;B849

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