90后知识型员工职业成长对工作投入的影响研究
发布时间：2018-11-17 14:06
【摘要】：现代企业组织中,工作投入作为一种以饱含热情、积极向上、忘我投入为特征的积极工作状态,正面临着严峻挑战。90后作为知识型员工的新生力量,在组织发展中的地位和作用愈发重要。他们个性鲜明,富有创新精神,需求动机强烈,在组织中更多地考虑个人的职业成长。另外,组织认同会增强员工与组织的心理纽带,高组织认同会促使知识型员工做出更多对组织有益的行为和决策。面对工作投入面临着严峻挑战的局面,针对90后知识型员工,职业成长和组织认同对工作投入有何积极作用?企业如何从这两方面出发,提升他们的工作投入,是本文的研究要点。本文在成就需要等理论的基础上,以提升90后知识型员工的工作投入为出发点,构建了包含职业成长,组织认同和工作投入三个变量的研究模型。主要研究职业成长的各个维度对工作投入的三个维度的影响,以及生存性、归属性和成功性组织认同在他们关系中所起的调节作用。为了验证假设,本文通过网络在线问卷的形式以90后知识型员工为调研样本,最终获取327份有效数据。运用SPSS统计软件,通过信度效度检验、因子分析和回归分析等统计分析方法,对本研究的假设进行了验证。实证检验的结果揭示了职业成长与工作投入的关系。无论是在全行业还是在互联网/金融等特殊行业里,职业目标进展、职业能力发展和晋升速度都对工作投入的三个维度有不同程度的显著影响,具体地,职业目标进展对奉献的作用最大,职业能力发展对专注的影响最大,晋升速度对活力的影响最大,其中报酬增长对活力、奉献和专注的作用未通过验证。另外,组织认同的三个维度调节职业成长与工作投入的关系。接着本文对所得结论进行了深入的分析和讨论,得出职业成长的诱因和组织认同的心里纽带是组织提升90后知识型员工工作投入的两大法宝。最后,本文建议组织从职业成长和组织认同两个方面出发,通过建立合理的培训、薪酬和晋升体系,打造创新型企业文化等途径提升90后知识型员工的工作投入。
[Abstract]:In modern enterprise organizations, work engagement, as a positive working state characterized by enthusiasm, positive and selfless devotion, is facing a severe challenge. The position and function in organization development is becoming more and more important. They have a bright personality, innovative spirit, strong demand motivation, more consideration in the organization of personal career growth. In addition, organizational identity will strengthen the psychological ties between employees and organizations, and high organizational identity will promote knowledge workers to make more beneficial behaviors and decisions. Facing the serious challenge of job engagement, what positive role does career growth and organizational identity have on job engagement for post-90s knowledge workers? How enterprises from these two aspects, enhance their work investment, is the main point of this paper. On the basis of the theory of achievement needs, this paper constructs a research model which includes three variables: career growth, organizational identity and job engagement, in order to enhance the work engagement of post-90s knowledge workers. This paper mainly studies the influence of each dimension of career growth on the three dimensions of job engagement, as well as the regulatory role of survivability, attribution and successful organizational identity in their relationship. In order to verify the hypothesis, 327 valid data were obtained by the online questionnaire in the form of knowledge workers after 90 years. The hypothesis of this study is verified by using SPSS statistical software and statistical analysis methods such as reliability and validity test factor analysis and regression analysis. The empirical results reveal the relationship between career growth and job engagement. Whether in the industry as a whole or in special industries such as the Internet / finance, progress in career goals, career ability development and promotion rates all have significant effects on the three dimensions of job engagement to varying degrees, specifically, Career goal progress has the greatest effect on dedication, career ability development has the greatest impact on focus, and promotion speed has the greatest effect on vitality, among which the effect of reward growth on vitality, dedication and concentration has not been verified. In addition, the three dimensions of organizational identity regulate the relationship between career growth and job engagement. Then this paper makes an in-depth analysis and discussion of the conclusions, and concludes that the inducement of career growth and the psychological link of organizational identity are two magic tools for the organization to promote the work involvement of post-90s knowledge workers. Finally, this paper suggests that the organization should establish a reasonable system of training, compensation and promotion from two aspects of career growth and organizational identity, and create an innovative enterprise culture to enhance the work involvement of post-90s knowledge workers.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
[Abstract]:In modern enterprise organizations, work engagement, as a positive working state characterized by enthusiasm, positive and selfless devotion, is facing a severe challenge. The position and function in organization development is becoming more and more important. They have a bright personality, innovative spirit, strong demand motivation, more consideration in the organization of personal career growth. In addition, organizational identity will strengthen the psychological ties between employees and organizations, and high organizational identity will promote knowledge workers to make more beneficial behaviors and decisions. Facing the serious challenge of job engagement, what positive role does career growth and organizational identity have on job engagement for post-90s knowledge workers? How enterprises from these two aspects, enhance their work investment, is the main point of this paper. On the basis of the theory of achievement needs, this paper constructs a research model which includes three variables: career growth, organizational identity and job engagement, in order to enhance the work engagement of post-90s knowledge workers. This paper mainly studies the influence of each dimension of career growth on the three dimensions of job engagement, as well as the regulatory role of survivability, attribution and successful organizational identity in their relationship. In order to verify the hypothesis, 327 valid data were obtained by the online questionnaire in the form of knowledge workers after 90 years. The hypothesis of this study is verified by using SPSS statistical software and statistical analysis methods such as reliability and validity test factor analysis and regression analysis. The empirical results reveal the relationship between career growth and job engagement. Whether in the industry as a whole or in special industries such as the Internet / finance, progress in career goals, career ability development and promotion rates all have significant effects on the three dimensions of job engagement to varying degrees, specifically, Career goal progress has the greatest effect on dedication, career ability development has the greatest impact on focus, and promotion speed has the greatest effect on vitality, among which the effect of reward growth on vitality, dedication and concentration has not been verified. In addition, the three dimensions of organizational identity regulate the relationship between career growth and job engagement. Then this paper makes an in-depth analysis and discussion of the conclusions, and concludes that the inducement of career growth and the psychological link of organizational identity are two magic tools for the organization to promote the work involvement of post-90s knowledge workers. Finally, this paper suggests that the organization should establish a reasonable system of training, compensation and promotion from two aspects of career growth and organizational identity, and create an innovative enterprise culture to enhance the work involvement of post-90s knowledge workers.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
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