领导成员交换与感知组织支持对员工工作投入的影响研究

发布时间：2019-03-03 17:49

【摘要】：快节奏的生活和激烈的竞争压力,越来越侵蚀着新一代员工们的工作资源,使员工们产生情绪耗竭(emotional exhaustion)。而随着员工幸福感和工作满意的不断成为人们工作与生活均衡的新目标,工作投入的积极作用也越来越受到学术界和实践界的青睐。员工的工作投入主要表现为享受工作,并对工作充满活力和热情。根据社会交换理论,员工工作投入的程度与其所感知到的领导和组织支持有关。领导成员交换质量与感知到的组织支持会对员工的工作投入产生正向影响,作为员工在组织中接触到的两大重要工作资源,领导成员交换和感知组织支持对员工的工作投入具有重要影响。本研究根据社会交换理论和JD-R理论,将组织情感承诺作为中介变量,采用探索性因子分析、验证性因子分析、结构方程模型对483份问卷调查样本数据进行分析,探讨LMX和POS对员工工作投入影响,及其中存在的中介效应,并对两者对工作投入不同影响进行了对比,得出以下结论:(1)领导成员交换与感知组织支持对员工工作投入呈正相关关系。领导成员交换和感知组织支持对工作投入的三维度活力、奉献、专注均存在正相关影响;(2)对比领导成员交换和感知组织支持对工作投入的不同影响,研究表明:对于工作活力和工作专注来说,领导成员交换的影响效果比感知组织支持的影响效果大;而对于工作奉献来说,感知组织支持的影响效果大于领导成员交换的影响效果;(3)情感承诺在LMX和POS对工作投入的影响中起中介作用。
[Abstract]:The fast pace of life and intense competitive pressure are increasingly eroding the work resources of the new generation of employees, causing employees to become emotionally exhausted of (emotional exhaustion). As employees' happiness and job satisfaction become the new goal of people's work-life balance, the positive role of job engagement is more and more favored by academia and practice. The employee's work commitment is mainly expressed in enjoying the work, and full of energy and enthusiasm for the work. According to the social exchange theory, the level of employee engagement is related to the perceived leadership and organizational support. Leadership exchange quality and perceived organizational support have a positive impact on employee engagement as two important work resources that employees are exposed to in the organization. Leading member exchange and perceived organizational support have an important impact on employee engagement. According to the social exchange theory and the JD-R theory, the organizational affective commitment was regarded as the intermediary variable, and the exploratory factor analysis, confirmatory factor analysis and structural equation model were used to analyze the sample data of 483 questionnaires. This paper discusses the influence of LMX and POS on the employee's job engagement, and the intermediary effect, and compares the two effects on the job engagement. The conclusions are as follows: (1) there is a positive correlation between leadership exchange and perceived organizational support. The exchange of leadership members and perception of organizational support to the three-dimensional activity, dedication, and focus of work involvement have a positive correlation; (2) comparing the different effects of leadership exchange and perceived organizational support on job engagement, the results show that: for job vitality and job focus, the effect of leadership exchange is greater than that of perceived organizational support; For job dedication, perceived organizational support has a greater impact than leadership exchange; (3) emotional commitment plays an intermediary role in the impact of LMX and POS on job engagement.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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