突变情境下员工目标取向对变革效能的作用机制研究

发布时间：2018-04-26 18:04

本文选题：组织变革 + 目标取向　；参考：《湖北工业大学》2017年硕士论文

【摘要】：如今变革已经变成组织的一种常态,普遍的变革实践使得组织变革成为理论研究不可忽视的条件和因素。突变式组织变革作为一种新的组织变革形式,更加难以预测和计划,越来越多的突变式组织变革的发生要求对这一变革类型进行深入研究。组织目标是解释组织行为的重要途径,对同样的变革事件,不同的个体会产生迥异的态度和行为。对突变式变革背景下员工多目标取向及相关问题展开系统研究,揭示员工不同目标对组织效能的内在作用机制,挖掘目标偏好对变革效能和组织行为的作用机理,在此基础上,针对性的提出有关干预措施和策略建议,对于推动企业实现持续健康发展有着重要的现实意义。本研究在突变式组织变革背景下,探讨个体的变革准备,即认知准备、行为准备、能力准备在个体目标取向对变革效能的作用关系中的效应,构建中介效应模型。研究在突变式组织变革的不同阶段,员工不同的目标取向对变革效能作用的差异。通过员工个体变革目标取向对变革效能的作用机制,来解释不同的目标取向对变革结果的作用路径及结果,并探寻出一条最佳作用路径,为企业或社会团体变革提供参考。通过对发生突变情景的企业进行一年多的跟踪调研,本研究在变革的解冻阶段、变革阶段分别收集203份、196份有效样本数据,利用回归分析等统计方法,对研究的基本假设和模型进行了实证检验。得出的结论如下:(1)员工目标取向对组织变革效能具有显著的正向影响作用;(2)员工变革准备对组织变革效能具有显著的正向影响作用;(3)员工目标取向对组织变革准备有显著的正向影响;(4)变革准备在目标取向与变革效能中起部分中介作用;(5)突变的不同阶段,员工目标取向对变革效能的影响机制存在差异。最后,通过对本文分析出的结论进行归纳和总结,展望研究中存在的不足,并提出管理对策。
[Abstract]:Nowadays, change has become a normal state of organization, and the universal practice of change makes organizational change a condition and factor that can not be ignored in theoretical research. As a new form of organizational change, mutation organizational change is more difficult to predict and plan. Organizational goal is an important way to explain organizational behavior. Different individuals have different attitudes and behaviors to the same change events. On the basis of systematic research on employee multi-objective orientation and related problems under the background of sudden change, this paper reveals the internal mechanism of employees' different goals on organizational effectiveness, and excavates the mechanism of goal preference to change efficiency and organizational behavior. It is of great practical significance to put forward relevant intervention measures and strategic suggestions to promote the sustainable and healthy development of enterprises. Under the background of mutant organizational change, this study explores the effects of individual preparation for change, i.e. cognitive preparation, behavioral preparation and ability preparation, on the relationship between individual goal orientation and transformational effectiveness, and constructs an intermediary effect model. In the different stages of abrupt organizational change, the effect of employees' different goal orientation on change effectiveness is studied. Through the function mechanism of employee individual change goal orientation to change efficiency, this paper explains the action path and result of different goal orientation to change result, and finds out a best action path, which can provide reference for enterprise or social organization change. Through more than a year of tracking and investigation on the enterprises with sudden change scenarios, this study collected 203 samples of 196 valid samples in the thawing stage of change, and used regression analysis and other statistical methods. The basic hypotheses and models of the research are tested empirically. The conclusion is as follows: 1) employee goal orientation has a significant positive effect on organizational change effectiveness. 2) staff change preparation has significant positive effect on organizational change effectiveness. There are significant positive effects on the different stages of change preparation in different stages of mutation in goal orientation and effectiveness of change. The influence mechanism of employee goal orientation on change efficiency is different. Finally, the conclusion of this paper is summarized, the shortcomings of the research are prospected, and the management countermeasures are put forward.
【学位授予单位】：湖北工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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