社会心理学视角下的制造业基层员工创新行为研究

发布时间：2018-03-04 15:19

本文选题：基层员工　切入点：创新行为　出处：《天津理工大学》2015年硕士论文　论文类型：学位论文

【摘要】：随着市场竞争的加剧,提升组织创新能力成为谋求竞争优势的关键。而组织创新最终要通过组织内部的员工来实现,因此如何激发员工的创新行为成了企业界和学术界十分关注的问题。但是,目前关于员工创新的研究,普遍将管理人员、研发人员作为研究的重点,对基层员工创新的关注度不够。然而,大量案例表明,基层员工的创新能力不容小觑,许多产品创新和工艺流程改造都是来自基层员工;而且,我国制造业和服务业中基层员工的创新能力也随着其素质的不断提高而日益增强。因此,如何激发基层员工的创新行为成为增强组织创新能力的一个重要问题。为此,本文在社会认知理论的框架下,从员工的个体认知特点出发,识别不同认知方式员工对组织管理手段或组织环境的反应,以便根据基层员工的认知特点,有的放矢地使用管理手段,最大限度的激发其创新行为。本文主要研究内容包括:首先,通过文献研究,梳理了影响员工创新行为的主要因素,分别界定了影响员工创新行为的个体因素(认知方式)和关键组织环境因素(绩效考核方式和员工对组织环境的心理安全感)。其次,以基层员工的认知方式为出发点,通过理论推演,共提出了认知方式与创新行为、绩效考核方式和心理安全感分别在认知方式与创新行为之间的调节作用三组假设。再次,通过发放调查问卷,根据收回的263份有效问卷,采用统计分析软件对获得的数据进行分析。通过对变量的描述性统计分析、信度及效度检验等,保证了样本数据的内部一致性与可靠性。运用结构方程模型对研究假设进行检验,实证检验结果表明:第一,不同的认知方式对创新行为的影响具有差异性,其中,创新型认知方式对创新行为具有显著的正向影响;适应型认知方式对创新行为的影响不显著。第二,绩效考核目标取向能够调节不同认知方式基层人员的创新行为,具体表现为:发展型绩效考核能够显著强化创新型认知方式员工的创新行为,而对适应型认知方式员工创新行为的影响不显著;评估型绩效考核对创新型认知方式和适应型认知方式员工的创新行为均有显著的正向影响;第三,心理安全感在认知方式与创新行为之间具有调节作用,并且对适应型认知方式员工创新行为的调节作用比对创新型认知方式员工创新行为的调节作用更显著。最后,对本研究的相关研究结论进行汇总,阐述了研究结果的理论贡献和实践意义,并对本研究的不足之处和后续研究展望进行了说明。
[Abstract]:With the aggravation of market competition, improving the ability of organizational innovation becomes the key to seek competitive advantage. Therefore, how to stimulate the innovation behavior of employees has become a problem of great concern in the business and academic circles. However, the current research on employee innovation generally focuses on managers and R & D personnel. However, a large number of cases show that the innovation ability of grass-roots employees should not be underestimated. Many product innovation and technological process transformation are from grass-roots employees; moreover, The innovation ability of grass-roots employees in our manufacturing and service industries is also increasing with the continuous improvement of their quality. Therefore, how to stimulate the innovation behavior of grass-roots employees becomes an important issue to enhance the organizational innovation ability. Under the framework of social cognition theory, this paper, based on the individual cognitive characteristics of employees, identifies the responses of employees with different cognitive styles to organizational management means or organizational environment, in order to base on the cognitive characteristics of grass-roots employees. The main contents of this paper are as follows: first of all, through literature research, the paper combs the main factors that affect the innovation behavior of employees. This paper defines the individual factors (cognitive style) and the key organizational environment factors (performance appraisal and psychological security of employees' organizational environment) which affect employees' innovative behavior respectively. Secondly, the starting point is the cognitive style of grass-roots employees. Through theoretical deduction, this paper puts forward three hypotheses about the regulating effect of cognitive style and innovation behavior, performance appraisal style and psychological security respectively between cognitive style and innovation behavior. According to 263 valid questionnaires collected, the data obtained were analyzed by statistical analysis software. The variables were analyzed by descriptive statistical analysis, reliability and validity test, etc. The structural equation model is used to test the research hypotheses. The empirical results show that: first, different cognitive styles have different effects on innovation behavior, among which, Innovative cognitive style has a significant positive impact on innovation behavior; adaptive cognitive style has no significant impact on innovation behavior. Second, performance appraisal goal orientation can adjust the innovation behavior of grass-roots personnel with different cognitive styles. The specific manifestations are: development performance appraisal can significantly strengthen the innovative behavior of innovative cognitive style employees, but the impact on adaptive cognitive style staff innovation behavior is not significant; Evaluative performance appraisal has a significant positive impact on innovative cognitive style and adaptive cognitive style employees' innovative behavior. Thirdly, psychological security has a regulatory role between cognitive style and innovative behavior. And the adaptive cognitive style employees' innovative behavior regulation role is more significant than innovative cognitive style employees' innovative behavior regulation role. Finally, the relevant conclusions of this study are summarized. This paper expounds the theoretical contribution and practical significance of the research results, and explains the shortcomings and future research prospects of this study.
【学位授予单位】：天津理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F406

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