转型培训对员工素质导向的影响研究

发布时间：2022-12-23 06:42

　　已有学者从不同方面研究了转型培训方案在提高员工素质导向方面发挥的作用,其中许多采取简单的线性回归方法对其进行了分析和评估。但这种分析方法只验证了转型培训方案与员工素质导向之间的直接关系,没有检验其他变量在此过程中发挥的作用。因此,本文试图运用更好的方法来检验自变量、因变量以及其他变量之间的直接和间接关系。本文的研究目的在于探讨组织创新在转型培训方案和质量取向关系间的调节作用以及员工忠诚度在此过程中的中介效应。研究样本来自约旦15所私立大学的工作人员,包括约旦首都安曼的约旦私立大学的院长,部门负责人和教职工。本研究采用问卷调查法来研究转型培训方案对员工素质导向的影响、员工忠诚度在此过程中的中介作用,以及组织创新的调节作用。为了检测并验证本文所提出的概念框架,确定转型培训方案、员工素质导向、员工忠诚度和组织创新之间的关系,本研究采用了调查问卷法,在量化阶段该方法是十分适用的。本研究构建了转型培训方案-员工素质导向模型,其中员工忠诚度作为中介变量,组织创新作为调节变量。已有研究讨论了转型培训方案的四个主要角色,包括反应学习行为和结果。本研究证实了转型培训方案对员工素质导向有显著的影响。研究者... 

【文章页数】：191 页

【学位级别】：博士

【文章目录】：
Abstract
摘要
List of Abbreviations
Chapter 1 Introduction
    1.1 Background of The Research
        1.1.1 Research Problem Statement
        1.1.2 Research Questions
    1.2 Research Objectives,Significance and Contribution to Knowledge
        1.2.1 Research Objectives
        1.2.2 Research Significance
        1.2.3 Research Contribution to Knowledge
    1.3 Literature Review
        1.3.1 Transformational Training Programs
        1.3.2 Employee Loyalty
        1.3.3 Organizational Innovation
        1.3.4 Quality Orientation of Employees
    1.4 Thesis Structure
Chapter 2 Theoretical Framework and Hypothesis Development
    2.1 Related Theories
        2.1.1 Transformational Leadership Theory
        2.1.2 Leader-Member Exchange(LMX)Theory
        2.1.3 Structural Contingency Theory
        2.1.4 Maslow's Hierarchy of Need Theory
    2.2 Relationship Between Transformational Training Programs And Quality Qrientation of Employees
        2.2.1 Transformational Training
        2.2.2 Transformational Training Programs Levels
        2.2.3 Evaluating Transformational Training Programs
        2.2.4 Employees’Quality Orientation
        2.2.5 Employees’Quality Orientation And The Effect of Transformational Training Programs
    2.3 Mediating Role of Employee Loyalty on The Relationship Between Transformational Training Programs And Quality Orientation of Employees
        2.3.1 Employee Loyalty Dimensions
        2.3.2 Employee Loyalty And The Effect of Transformational Training Programs
        2.3.3 Relationship Between Employee Loyalty And Quality Orientation of Employees
        2.3.4 Mediating Role of Employee Loyalty
    2.4 Moderating Role of Organizational Innovation
        2.4.1 Concept of Organizational Innovation
        2.4.2 Organizational Innovation Dimensions
        2.4.3 Organizational Innovation as a Moderator
    2.5 Theoretical Framework
    2.6 Chapter Summary
Chapter 3 Research Methodology
    3.1 Research Paradigm
    3.2 Research Design
    3.3 Data Collection
        3.3.1 Population
        3.3.2 Sample
        3.3.3 Questionnaire
    3.4 Statistical Methods
        3.4.1 Exploratory Factor Analysis(EFA)
        3.4.2 Confirmatory Factor Analysis(CFA)
        3.4.3 Overall Model Fit
        3.4.4 Structural Equation Modelling
    3.5 Pilot Study
    3.6 Ethical Considerations
    3.7 Chapter Summary
Chapter 4 Reliability And Validity of The Scales
    4.1 Descriptive Statistical Analysis
    4.2 Validity and Reliability of Transformational Training Program
        4.2.1 Exploratory Factor Analysis of Transformational Training Programs Dinemsions
        4.2.2 Confirmatory Factor Analysis of Reaction
        4.2.3 Confirmatory Factor Analysis of Learning
        4.2.4 Confirmatory Factor Analysis of Behavior
        4.2.5 Confirmatory Factor Analysis of Results
        4.2.6 Measurement Model For Transformational Training Program(All Constructs)
        4.2.7 Convergent Validity For Transformational Training Program
    4.3 Validity And Reliability of Employee Loyalty
        4.3.1 Exploratory Factor Analysis of Employee Loyalty Dimensions
        4.3.2 Confirmatory Factor Analysis of Loyalty to Supervisor
        4.3.3 Confirmatory Factor Analysis of Loyalty to Working Group
        4.3.4 Confirmatory Factor Analysis of Loyalty to Organization
        4.3.5 Measurement Model For Employee Loyalty(All Constructs)
        4.3.6 Convergent Validity
    4.4 Validity And Reliability of Organizational Innovation
        4.4.1 Exploratory Factor Analysis of Organizational Innovation
        4.4.2 Confirmatory Factor Analysis of Process Innovation
        4.4.3 Confirmatory Factor Analysis of Product Innovation
        4.4.4 Confirmatory Factor Analysis of Capability Innovation
        4.4.5 Measurement Model For Organizational Innovation(All Constructs)
        4.4.6 Convergent Validity
    4.5 Measurement Model For Quality Orientation of Employees(All Constructs)
    4.6 Scale Reliability Testing For All Measurement Items
    4.7 Chapter Summary
Chapter 5 Direct Impact of Transformational Training Programs And Mediating Role of Employee Loyalty
    5.1 Introduction
    5.2 Descriptive Analysis
        5.2.1 Descriptive Analysis of The Study Sample Characteristics
        5.2.2 Descriptive Analysis of Study Variables
    5.3 Testing the Main Effects
        5.3.1 Transformational Training Programs And Quality Orientation of Employees
        5.3.2 Transformational Training Programs And Employee Loyalty
        5.3.3 Employee Loyalty And Quality Orientation of Employees
    5.4 Testing The Mediating Effects
    5.5 Model Fit
    5.6 Discussion
    5.7 Chapter Summary
Chapter 6 Moderating Role of Organizational Innovation
    6.1 Introduction
    6.2 Moderation Analysis
    6.3 Discussion
    6.4 Practical Implications And Suggestions
        6.4.1 Practical Implications
        6.4.2 Limitation And Suggestion For Future Research
    6.5 Chapter Summary
Conclusion
结论
References
APPENDIX 1
APPENDIX 2
Papers Published in The Period of Ph.D.Education
Acknowledge
Resume



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