辱虐管理对员工建言行为的作用机制研究

发布时间：2018-05-05 05:32

本文选题：辱虐管理 + 工作疏离感　；参考：《石河子大学》2017年硕士论文

【摘要】：伴随着经济全球化,市场瞬息万变,企业面对更加复杂的市场环境,灵活而又快速的做出高质量的决策显得尤为重要。这一过程离不开管理者的敏锐眼光和决断,然而,员工作为执行组织任务的主体,对企业运营过程有着更为深刻的见解,能够对组织中存在的问题提出一些有效的看法和建议。因此,充分吸纳员工意见对于组织决策质量的提高有着不容忽视的作用。尽管员工建言极为重要,但在组织中,敢于向上级提出自己想法和建议的下属却少之又少,很多员工明明意识到组织运作中存在一些缺陷,却不愿甚至不敢与上级领导坦诚沟通,将问题及时向上级反馈,反而时常可见如同童话《皇帝的新装》中闭口不言的现象。同时,在中国的企业中,由于深受传统儒家中庸思想的影响,员工在面对组织不利环境时往往采取容忍和保持沉默的态度,致使建言的益处没有真正得到发挥。针对这一问题,国内外学者分别从领导风格、组织氛围及人格特质等视角探讨对员工建言的影响作用,其中,国内学者王巧玲,孔令宏(2010)研究发现,领导风格及员工自身价值观念对员工建言有显著的预测作用。另外,就建言本身的特点和性质而言,李锐,凌文辁,柳士顺(2009)研究认为员工对负面领导行为更为敏感。之前关于员工建言的研究主要侧重于正向领导行为的影响,而关于负向领导行为对员工建言的相关研究却比较匮乏。基于此,本文通过定性和定量分析法试图从员工工作疏离感的角度出发来挖掘辱虐管理与员工建言之间的内在作用机制,以期进一步丰富和完善相关理论,另外,通过深刻认识负向领导行为与员工建言行为这两者之间的内在机理有利于指导组织和员工采取相应措施来预防或控制由此行为造成的不良影响,提升员工建言的意愿和效能感,从而使组织能够及时发现组织运营过程中的问题,提升企业竞争力。
[Abstract]:With the globalization of economy and the rapid changes of the market, it is very important for enterprises to make high quality decisions flexibly and quickly in the face of more complicated market environment. This process can not be separated from the keen vision and decision of managers. However, as the main body of carrying out organizational tasks, employees have more profound views on the operation process of enterprises, and can put forward some effective views and suggestions to the problems existing in the organization. Therefore, the full absorption of employee opinions on the quality of organizational decision-making has a role that can not be ignored. Although staff advice is extremely important, in the organization, there are very few subordinates who dare to put forward their ideas and suggestions to their superiors. Many employees are clearly aware of some shortcomings in the operation of the organization. However, he would not even dare to communicate frankly with his superiors and give timely feedback to his superiors. Instead, it is often seen as the phenomenon of silence in the fairy tale "the Emperor's New dress". At the same time, in Chinese enterprises, due to the influence of the traditional Confucian doctrine of the mean, employees often take a tolerant and silent attitude in the face of unfavorable organizational environment, so that the benefits of advice are not really brought into play. In order to solve this problem, domestic and foreign scholars have explored the influence of leadership style, organizational atmosphere and personality traits on employee advice from the perspectives of leadership style, organizational atmosphere and personality traits, among which, domestic scholars Wang Qiaoling and Kong Linghong 2010 have found that, Leadership style and employee's own values have a significant predictive effect on employee advice. In addition, in terms of the characteristics and nature of the advice itself, Li Rui, Ling Wen-li, Liu Shishun 2009) think that employees are more sensitive to negative leadership behavior. The previous research on employee advice mainly focused on the influence of positive leadership behavior, but the related research on negative leadership behavior on employee advice is relatively scarce. Based on this, this paper attempts to explore the internal mechanism between abusive management and employee advice through qualitative and quantitative analysis from the perspective of employee job alienation, in order to further enrich and improve the relevant theory, in addition, The deep understanding of the internal mechanism between negative leadership behavior and employee voice behavior is helpful to guide organizations and employees to take appropriate measures to prevent or control the adverse effects caused by this behavior, and to enhance the willingness and efficacy of employees to make comments. Thus, the organization can discover the problems in the process of organization operation in time and enhance the competitiveness of enterprises.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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