员工人格特质对工作绩效的影响—变革型领导的调节作用

发布时间：2018-03-10 19:22

本文选题：人格特质　切入点：变革型领导　出处：《天津工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着知识经济的快速发展,企业之间的竞争逐渐从原来的产品竞争和市场竞争向人才竞争转变,而个体的人格特征又会对个体的行为和绩效产生影响,因此,招聘到与工作相匹配的员工是企业取得高绩效的关键。人格特质对工作绩效的预测力研究一直备受组织行为学的关注,为了丰富人格特质和工作绩效方面的研究,本文在前人对人格特质和工作绩效关系研究的基础上,进一步经过实证研究得出员工人格特质对工作绩效的作用路径,并首次引入变革型领导作为调节变量,以考察员工人格特质、变革型领导和工作绩效之间的关系,深入探究变革型领导在员工人格特质和工作绩效的关系中所起到的调节作用。本研究在对人格特质、变革型领导和工作绩效相关理论进行回顾和总结的基础上,选取知识型员工作为研究对象,采用大五人格量表作为人格特质问卷,通过问卷调查获取数据,综合使用SPSS17.0和AM0S21.0软件,运用结构方程模型和层次回归分析验证了人格特质和变革型领导对工作绩效的影响以及变革型领导对员工人格特质和工作绩效之间关系的调节作用。人格特质包括外倾性、宜人性、尽责性、情绪稳定性和开放性五个维度,研究结果表明,人口特征变量工作年限对工作绩效有显著的正向影响;人格特质不同维度对工作绩效均有正向影响,其中员工的外倾性、宜人性、尽责性和开放性对工作绩效均有显著的正向影响;情绪稳定性对工作绩效有正向影响但并不显著;变革型领导对工作绩效有显著的正向影响;变革型领导显著调节外倾性、尽责性、情绪稳定性、开放性对工作绩效的影响,具体表现为,具有高变革型领导水平上级的员工,其外倾性、尽责性、情绪稳定性、开放性对工作绩效的影响强于具有低变革型领导水平上级的员工。本文对研究结果进行了分析,并为企业提高知识型员工工作绩效提供了具体的对策和建议,最后得出了了本文的研究结论,并且指出了本研究的不足之处以及未来的研究方向。
[Abstract]:With the rapid development of knowledge economy, the competition among enterprises gradually changes from the original product competition and the market competition to the talent competition, and the personality characteristics of the individual will have an impact on the individual behavior and performance. The key to achieve high performance is to recruit employees who match the work. The research on the predictive power of personality traits to job performance has been concerned by organizational behavior, in order to enrich the personality traits and job performance research, On the basis of the previous researches on the relationship between personality traits and job performance, this paper, through empirical research, draws a conclusion that employee personality traits play a role in job performance, and for the first time introduces transformational leadership as a regulating variable. In order to investigate the relationship between employee personality traits, transformational leadership and job performance, and to explore the regulatory role of transformational leadership in the relationship between employee personality traits and job performance. On the basis of reviewing and summarizing the relevant theories of transformational leadership and job performance, the author selects the knowledge workers as the research object, adopts the Big five Personality scale as the personality trait questionnaire, and obtains the data through the questionnaire. Combined use of SPSS17.0 and AM0S21.0 software, The effects of personality traits and transformational leadership on job performance are verified by using structural equation model and hierarchical regression analysis. Personality traits include extroversion. The results show that the working years of population characteristic variables have significant positive effects on job performance, and different dimensions of personality traits have positive effects on job performance. Among them, employees' extraversion, amenity, due diligence and openness have significant positive effects on job performance, emotional stability has a positive effect on job performance, and transformational leadership has a significant positive impact on job performance. Transformational leadership significantly regulates extroversion, due diligence, emotional stability, openness to work performance, specifically, the employees with a high level of transformational leadership, their extroversion, due diligence, emotional stability, The effect of openness on job performance is stronger than that of employees with low level of transformational leadership. This paper analyzes the results of the research and provides specific countermeasures and suggestions for enterprises to improve the performance of knowledge workers. Finally, the conclusion of this paper is drawn, and the shortcomings of this study and the future research direction are pointed out.
【学位授予单位】：天津工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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