人—工作匹配、辱虐管理对员工创新行为的影响：基本心理需求的中介作用

发布时间：2018-04-16 13:08

本文选题：人—工作匹配 + 辱虐管理　；参考：《天津理工大学》2017年硕士论文

【摘要】：在当前激烈的竞争环境中,企业只有拥有雄厚的创新能力,才有可能处于领先位置并得以长久存在。归根结底,创新活动最终都要落实到员工本身,员工是组织创新的依托者和实施者。员工创新行为对企业的发展至关重要。因而如何激发更多的员工创新行为,成为理论界与实践者关注的焦点。现有创新行为的研究集中体现在员工内在特质(如心理安全感和创新自我效能等)与外部环境(如领导方式和工作自主性等)两大方面对其影响作用,但大多限于个体特质或环境特征单方面因素对创新行为的静态影响,而个体行为更是其与周围环境的交流、摩擦、协调和互动的产物,所以单一性因素难以有力的预测行为变化。本文从匹配视角,重点研究人—工作匹配对创新行为的影响。同时考虑到已有研究过多关注积极因素,却很少关注影响员工创新行为的消极因素,本文选择辱虐管理,探究其与人—工作匹配的交互作用对创新行为的影响。本文以基本心理需求为中介变量,证实了基本心理需求具有跨文化普适性。研究结果既弥补了现有个体创新理论体系,又为组织激发员工创新行为提供了理论借鉴。这些正是本文的创新点所在。本文主要研究内容如下:首先介绍了与本文研究相关的实践和理论背景,并对研究方法、研究目的、研究意义等作了初步说明;接着对人—工作匹配、辱虐管理、基本心理需求以及创新行为的概念、维度与测量和相关研究等进行回顾与梳理,并根据现有理论以及组织中的实践思考其间的逻辑关系,提出本文的研究假设与理论模型。其次,利用现有成熟测量量表对北京、天津、安徽的26家企业(涉及互联网、服装、电子、装备制造等行业)的主管与员工展开了问卷调查,最终获得了471份有效样本;再次,运用SPSS19.0和LISREL8.7软件,对有效样本进行数据分析和假设检验,研究结果表明:(1)人—工作匹配正向显著作用于员工创新行为,主管辱虐管理负向显著作用于员工创新行为;(2)人—工作匹配通过正向影响能力需求间接对创新行为产生显著正向影响,辱虐管理通过负向影响自主需求、关系需求和能力需求间接对创新行为产生显著负向影响;(3)辱虐管理弱化了人—工作匹配对关系需求与能力需求之间的正向影响。最后,结合本文所得的研究结果,为企业管理者如何激发员工的创新行为提供管理启示,并思考文章研究存在的不足之处以及未来展望。
[Abstract]:In the current competitive environment, enterprises only have strong innovation ability, can be in the leading position and can exist for a long time. After all, innovation activities will eventually be implemented to the employees themselves, employees are relying on organizational innovation and implementation. Employee innovation behavior is crucial to the development of enterprises. Therefore how to motivate employees more innovative behavior, become the focus of theorists and practitioners. The existing research innovation behavior is embodied in the internal characteristics (such as employee psychological safety and innovation self-efficacy) and external environment (such as leadership and job autonomy etc.) influence two aspects of, but mostly limited to unilateral factors of individual characteristics static or environmental characteristics impact on innovation behavior, and the behavior of the individual is to communicate with the surrounding environment, friction, coordination and interaction of the product, so a single factor It is difficult to predict changes in behavior effectively. This paper theoretically, focusing on the influence of human work matching innovation behavior. Considering the existing research too much attention to positive factors and negative factors but little attention affect employee innovation behavior, this paper chooses abusesupervision, explores the interaction with the people, to work the influence of innovation behavior. This paper takes the basic psychological needs as the intermediary variable, confirmed the basic psychological needs of intercultural universality. The research results not only make up the existing individual innovation theory system, and employee's innovative behavior provides a theoretical reference for the organization to stimulate. These are the innovations of this paper. The main research contents of this paper are as follows first introduced the research background and the theory and practice of this paper, and the research methods, research purpose, research significance and makes a preliminary explanation; then on the job matching, shame The abuse of basic psychological needs and management concept, innovation behavior, reviewing and combing dimensions and measurement and related research, and according to the logical relationship between the existing theory and practice in the organization on the proposed research hypothesis and the theoretical model of this paper. Secondly, using the existing mature scale in Beijing, Tianjin, 26 Anhui enterprises (including the Internet, clothing, electronics, equipment manufacturing and other industries) of the director and staff carried out a questionnaire survey, obtained 471 valid samples; thirdly, using SPSS19.0 and LISREL8.7 software, the effective sample data analysis and hypothesis testing, the results show that: (1) - work, positive significant effect on employee innovation behavior, supervisor abusesupervision significant negative effect on employee innovation behavior; (2) - job matching by positive effect ability have significant positive influence on the indirect demand innovation behavior Rang abusesupervision through the negative effects of independent demand, demand and capacity demand indirectly have a significant negative impact on innovation behavior; (3) abusesupervision weakened the people work, a positive impact on the relationship between demand and capacity demand. Finally, combined with the research results obtained in this paper provide the inspiration for the enterprise management. How to motivate the managers' innovative behaviors, and think about the shortcomings of this research present and prospect for the future.

【学位授予单位】：天津理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F273.1

【相似文献】