领导—部属交换对员工幸福感影响机理的研究

发布时间：2018-07-15 10:14

【摘要】：随着社会发展,人们的经济收入水平有了大幅度提升,而自身幸福感程度却止步不前。幸福感不仅会对个体身体、心理健康以及组织发展产生重要影响,而且能够促进社会的稳定与进步。在中国情境下,人际交往之间重“关系”和在企业中领导居于核心地位的特殊文化背景之下,员工在企业中获取资源、空间、晋升、培训和授权等因素都和与领导之间关系质量的高低息息相关。能否获取以及获取资源的多少都直接关系到员工的满意度和幸福感。当前对企业员工幸福感的研究仍不够深入,领导与下属之间关系质量的高低对员工幸福感的影响机理仍处于不明晰的状态。因此,本文通过实证收集和分析635份领导-员工配对样本问卷基础上,探讨了领导-部属交换对员工的幸福感的影响。考察了领导-部属交换、情感承诺、内部人身份认知和员工幸福感之间的关系。研究结果表明:(1)领导-部属交换对员工的幸福感显著正相关,即在组织中高质量的领导-部属交换关系能够显著提升员工幸福感。随着领导-部属交换质量的改善,员工的幸福感会增加,但是员工幸福感的提升往往存在一定的滞后性。在不同的等级阶段往往呈现由负相关到正相关再到负相关的倒“V”变化趋势,只有当两变量之间的等级匹配时,两变量才呈现显著的正相关关系。通过显著路径的分析,我们还发现,幸福感的局部提升强度要高于领导-部属交换的强度。此外,本文还对领导-部属交换和幸福感的等级做了区间界定。(2)情感承诺在领导-部属与员工幸福感之间起部分中介作用。领导-部属交换的情感维度、情感承诺和员工幸福感的情感体验都涉及情感维度,三者之间显著相关。(3)层级回归方程分析结果表明,内部人身份认知在领导-部属交换与员工幸福感之间存在显著正向调节作用,即具有高内部人身份认知的员工,能够在和领导交互过程中获得更高程度的幸福感。内部人身份认知在不同的质量下对领导-部属交换关系的影响呈倒“N”变化趋势。此外,本文还验证了内部人身份认知对情感承诺在领导-部属与员工幸福感之间的中介效应具有显著的正向调节作用。
[Abstract]:With the development of society, people's income level has been greatly improved, but their happiness level has stagnated. Well-being not only has an important influence on individual body, mental health and organizational development, but also promotes social stability and progress. In the Chinese context, under the special cultural background of "relationship" and leadership in the enterprise, employees acquire resources, space and promotion in the enterprise. Factors such as training and empowerment are closely related to the quality of relationships between leaders. The availability and availability of resources are directly related to employee satisfaction and happiness. At present, the research on employee well-being is not deep enough, and the influence mechanism of relationship quality between leaders and subordinates on employee well-being is still unclear. Therefore, based on the empirical analysis of 635 leader-employee pairing samples, this paper explores the effect of leader-subordinate exchange on employee happiness. The relationship between leadership-subordinate exchange, affective commitment, identity cognition and employee well-being was investigated. The results show that: (1) there is a significant positive correlation between leader-subordinate exchange and employee well-being, that is, a high-quality leader-subordinate exchange relationship in the organization can significantly improve the well-being of employees. With the improvement of the quality of leader-subordinate exchange, the employee's happiness will increase, but the improvement of employee's happiness is often lagging behind. In different grade stages, there is a trend of "V" change from negative correlation to positive correlation to negative correlation. Only when the two variables are graded matched, the two variables show a significant positive correlation. Through the analysis of significant path, we also find that the local enhancement intensity of happiness is higher than that of leader-subordinate exchange. In addition, this paper also defines the levels of leader-subordinate exchange and well-being. (2) emotional commitment plays a part of intermediary role between leader-subordinate and employee well-being. The emotional dimension of leader-subordinate exchange, affective commitment and emotional experience of employee well-being are all related to affective dimension. (3) the results of hierarchical regression equation analysis show that, Insider identity cognition has a significant positive regulatory role between leader-subordinate exchange and employee well-being, that is, employees with high insiders identity cognition can obtain a higher degree of happiness in the process of interaction with leaders. The influence of insiders' identity cognition on leader-subordinate exchange relationship under different quality shows a trend of inverted "N" change. In addition, this paper also verifies that insiders' identity cognition has a significant positive regulatory effect on the mediating effect of affective commitment between leader-subordinate and employee well-being.
【学位授予单位】：山东师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92
，

本文编号：2123733