差错认知、情绪劳动对员工创新行为的影响研究

发布时间：2018-04-12 18:03

本文选题：差错认知 + 情绪劳动　；参考：《安徽大学》2017年硕士论文

【摘要】：近些年来,世界经济增速放缓,呈现疲弱复苏态势,旧的动能正趋于消退,世界各国为了寻找新的经济动能纷纷采取针对本国国情的良策,于是创新再次受到各界广泛关注,只有通过创新才能度过危机,实现经济不断增长。企业作为创新主体在创新过程中具有不可替代的重要地位,而企业的创新任务则需要每一个员工的创新活动来完成,因此员工的创新行为是企业整体创新水平能否提高的基础。然而个体在创新活动中不可避免地会产生差错,差错的出现也能给个体带来一定负面影响,导致个体回避创新。那么企业如何促进员工建立差错认知,让员工全面深入了解差错的潜在积极影响,从而敢于试错,勇于创新呢?已有研究表明,情绪劳动对个体创新行为具有重要的影响作用,且情绪劳动在企业实践与组织成员的工作行为关系之间具有显著的调节效应。本研究首次探究情绪劳动在个体差错认知取向与其创新行为之间的调节作用,深入探究差错认知在何种边界范围内能更好地提升个体的创新意愿与创新行为。本研究的主要研究思路有以下几步:首先在查阅国内外有关文献的基础上,梳理各变量之间的关系,做好研究准备。然后根据有关学者的研究成果与本研究的目的提出研究假设。之后采用实地问卷发放及回收获得有效数据。接着对收集到的数据进行实证研究,检验变量间的主效应以及调节效应是否成立。最后基于实证分析结果及结论,提出管理建议。本研究基于实证分析主要得出下列三点结论:1、差错认知对员工创新行为能够产生显著的正向影响作用。差错认知及其四个维度:差错能力、差错学习、差错思考以及差错沟通均对员工创新行为产生显著的正向影响,即员工的差错认知越好,其创新行为表现的越多。2、情绪劳动的两个维度均对员工创新行为产生显著的影响作用。其中,表层劳动负向影响员工创新行为,即个体的表层劳动越多,其创新行为表现的反而越少;深层劳动正向影响员工创新行为,即个体的深层劳动越多,其创新行为表现的也越多。3、表层劳动在差错能力、差错学习及差错沟通与员工创新行为的关系中均起到负向调节效应,深层劳动在差错能力、差错学习以及差错思考与员工创新行为的关系中均起到正向调节效应。本研究一共包括六个部分:第一章是本文的绪论,包括研究背景和问题提出、研究目的和意义、研究方法和思路以及可能存在的创新点。第二章是关于各变量的文献综述,首先对差错认知以及其他相关概念进行区分,其次对情绪劳动的相关研究进行归纳总结,再次对创新行为的现有文献进行全面的评述,最后对这三个变量之间的关系进行梳理,为后续提出研究假设奠定基础。第三章为研究模型的构建及研究假设的提出,包括差错认知各维度对创新行为的主效应研究假设、情绪劳动各维度对创新行为的研究假设以及情绪劳动在差错认知对创新行为的影响过程中的调节效应研究假设。第四章为研究设计,借鉴国内外现有成熟量表设计调查问卷并进行发放,然后对收集的有效问卷进行信效度分析等。第五章为实证研究,主要包括对各变量的描述性统计分析,相关性分析以及层级回归,从而验证提出的相关假设是否成立。第六章为本文的研究结论、建议及展望,主要总结了实证分析的结论,对企业与管理者提出管理建议,并指出了本研究的不足之处与将来的研究方向。
[Abstract]:In recent years, the world economic slowdown, showed a weak recovery trend, the old energy tends to subside, the countries all over the world in order to find a new economic policy for energy have taken their national conditions, and innovation has again been widely concerned, only through innovation can have a crisis, to achieve economic growth. Enterprises as the main innovation has the important position can not be replaced in the process of innovation, and the innovation of the enterprise task requires each employee to complete the innovation activities, so the innovative behavior of employees is the overall level of innovation enterprises can improve the foundation. However, the individual in innovation activities will inevitably produce errors, errors occur can also bring some negative impact on the individual, lead individuals to avoid innovation. So enterprise how to promote employee error cognition, let the staff in-depth understanding of the potential positive impact of error, To dare to trial and error, the courage to innovate? Studies have shown that emotional labor has an important effect on individual innovation behavior has a moderating effect between emotional labor and job behavior in member enterprise practices and organizational relationship. This is the first study to explore the emotional labor regulation between the individual error and cognitive orientation and innovative behavior. Study on the boundary scope of what cognitive error can better enhance individual innovation intention and innovation behavior. The main ideas of this study are the following steps: firstly, based on relative literatures at home and abroad, the relationship of carding, do preliminary research. Then according to the research results of relevant scholars and the research objective to put forward the research hypothesis. After using the questionnaire to obtain valid data. The release and recovery of empirical research on the data collected. Check the main effect and moderating effect between the variables is established. Finally, based on the results of empirical analysis and conclusion, put forward management suggestions. The empirical analysis mainly draws the following three conclusions: 1, based on the study of cognitive errors can have a significant positive effect on employee innovation behavior and cognitive errors. Four dimensions: error, error learning thinking, error and error of communication have a positive effect on employee innovation behavior, namely the error cognition employee innovative behavior better, more performance of.2, the two dimensions of emotional labor has a significant effect on employee innovation behavior. Among them, the surface of labor have negative effects on Employee Innovation behavior, namely the surface more labor the individual performance, innovative behavior less; deep labor has a positive effect on employee innovation behavior, namely the individual labor performance more deep, its innovation is The more.3, the surface error in labor relations and learning ability, communication error error and Employee Innovative Behavior in both play a negative regulatory effect, deep in the labor error ability, have a positive moderating effect to the relationship between the error and the error of learning thinking and employee innovative behavior. This study consists of six parts: the first chapter this is the introduction of this article, including the research background and issues, research purpose and significance, research ideas and methods and possible innovations. The second chapter is the literature review on the variables, the error cognition and other related concepts are distinguished, followed by the research on emotional labor summary, the existing literature on again innovation behavior are comprehensively reviewed, finally analyses the relationship between the three variables, lay the foundation for the follow-up research hypothesis is proposed. The third chapter is the research model The construction and research hypothesis, including research hypothesis main effect of each dimension of cognitive errors on innovation behavior, assumptions and emotional labor in the process of cognition error influence on innovation in the regulation of the hypothesized effect of research on emotional labor and the dimensions of innovative behavior. The fourth chapter is the research design, using the existing mature scale design at home and abroad the questionnaire was issued, and then the effective questionnaire to analyze the reliability and validity analysis. The fifth chapter is the empirical research, including descriptive statistical analysis of variables, correlation analysis and hierarchical regression, so as to verify the hypotheses proposed is established. The sixth chapter is the conclusion of this study, suggestions and prospects are summarized the conclusions of the empirical analysis, put forward suggestions on the management of enterprises and management, and points out the shortcomings of this study and future research directions.

【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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