多网络嵌入下管理人员关系型心理契约与组织绩效关系研究

发布时间：2018-04-18 17:15

本文选题：结构嵌入 + 关系嵌入　；参考：《青岛科技大学》2017年硕士论文

【摘要】：通过对国内外已有心理契约研究成果较为深入地分析,本文从关系型心理契约入手,研究在多网络嵌入下中高层管理人员关系型心理契约与组织绩效的关系。正确的认识中高层管理人员,了解他们的心理契约现状并努力促成中高层管理人员与企业缔结关系型心理契约就变得尤为重要。本文采用文献法、调查法、统计分析法对多网络嵌入下管理人员关系型心理契约和组织绩效的关系研究。本文从中高层管理人员对所嵌入的社会网络认知的视角,探讨社会网络对关系型心理契约的影响和关系型心理契约对组织绩效的影响。本文使用网络嵌入问卷、心理契约问卷和组织绩效问卷等调查工具,共收集问卷306份。各问卷均是在借鉴国内外问卷的基础上编制而成,问卷由47道题组成。运用SPSS17.0对收集的数据进行分析处理。本文研究结果:通过实证分析中高层管理人员在结构网络、关系网络、认知网络和三个网络形成的多网络背景下关系型心理契约与组织绩效的相关分析以及关系型心理契约对组织绩效的影响作用。在不同网络背景下中高层管理人员关系型心理契约与组织绩效具有显著的正相关关系;通过回归分析论证了关系型心理契约对组织绩效具有显著的正向影响作用,其中认知网络背景下关系型心理契约对组织绩效的影响略低,多网络背景下关系型心理契约对组织绩效的影响较大。因此组织应积极构建良好的社会网络,让中高层管理人员在多网络背景下建立良好的关系型心理契约,从而促进组织绩效的良好发展。另外,通过不同管理人员关系型心理契约的比较,发现在多网络背景下,男性和女性的管理人员关系型心理契约存在差异,主要体现在男性在晋升和职业发展机会、培训和学习机会上的均值高于女性员工,本次调查对象的女性员工大约在45岁以下,且把重心放在了家庭上面;在关系网络背景下,不同年龄段的中高层管理人员关系型心理契约存在差异,25岁以下员工比较重视晋升和发展机会、培训和学习机会,35岁以上员工比较重视充分的信任、尊重、良好的工作氛围,25-35岁之间的中高层管理人员生活压力较大,更好的关注薪酬绩效、福利等;在认知网络背景下,不同学历的管理人员关系型心理契约存在差异,学历越高的中高层管理人员关系型心理契约得分越高,这是因为学历越高的中高层管理人员,受教育程度越高,并且拥有了更多的知识和技能,在企业中越得到重视,他们发展需求就越强,对周围环境的感知越强,越希望实现自身的价值,更希望在一个和谐友善的环境中工作,同时对这类中高层管理人员来说,组织所提供的薪酬福利等方面的内容,已不仅仅代表着物质的回报,它更多的体现出自己的付出是否被认可,自己是否被企业所尊重。随着我国体制改革的推进及市场经济的发展,经济收入在一定程度上成为了个人社会地位、能力和成就的体现,收入的高低在一定程度上成为了个人价值的体现。
[Abstract]:Based on the domestic and abroad of psychological contract research more in-depth analysis, this paper from the relational psychological contract relationship of research in a number of network embedded in senior management relational psychological contract and organizational performance. The senior management of correct understanding, understand the status quo of psychological contract and their efforts to contribute to the senior management staff with the enterprise a relational psychological contract becomes particularly important. This article uses the literature method, survey method, the research on the relationship between psychological contract and organizational performance management network embedded under the method of statistical analysis. The cognition of the embedded social network from the senior management perspective, to explore the influence of social network on the relationship type of psychological contract and relational psychological contract on organizational performance. This paper use network embeddedness questionnaire, questionnaire of psychological contract and organizational performance questionnaire survey Tools, 306 questionnaires were collected. The questionnaire is compiled in reference to domestic and foreign based on a questionnaire and a questionnaire consists of 47 questions. Analysis of the data collected by SPSS17.0. The results of this study are: through the empirical analysis of senior management personnel in the network structure, network of relationships, the effects of correlation analysis the relationship between psychological contract and organizational performance and the relationship between psychological contract and organizational performance for multi network background cognitive network and three network formation. In the different background of the network has a significantly positive correlation with the senior management staff of the relational psychological contract and organizational performance; through regression analysis demonstrated that relational psychological contract has a significant positive effect on organizational performance, which affect the relationship between the type of cognitive network under the background of psychological contract on organizational performance is slightly lower, more under the background of network relational psychological contract Effect of organizational performance greatly. So the organization should establish a good social network, let managers establish relational good psychological contract in the network background, so as to promote the sound development of organizational performance. In addition, through different management of relational psychological contract, found in many under the background of network management staff relational psychological contract for both men and women are different, mainly reflected in the male in the promotion and occupation development opportunities, training and learning opportunities on the average is higher than that of female employees, the object of this investigation of the female staff about 45 years of age, and focus on the family relationship; in the network background, in Senior management relational psychological contract of different ages are different, under the age of 25 employees compared to the promotion and development opportunities, training and learning opportunities, at the age of 35 or more employees than pay more attention to charge The trust, respect, good work atmosphere, senior management staff of life stress between the ages of 25-35 and larger, pay attention to performance, better welfare; in the background of cognitive network management, relational psychological contract differences in different degree, senior management staff of the relational psychological contract scores of higher education more high, this is because senior managers in higher education, higher education, and have more knowledge and skills, and attention in the development of enterprises between China and Vietnam, they demand more strong, the surrounding environment perception is stronger, more hope to realize their own value, hope to work in a a friendly and harmonious environment, and the senior management staff in this category, compensation and other aspects provided by the organization of content, not only represents the material reward, it shows more own effort is considered It can be respected by enterprises. With the advance of China's system reform and the development of market economy, economic income has become the embodiment of individual's social status, ability and achievement to some extent. The level of income has become the embodiment of personal value to a certain extent.

【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】