工作嵌入与工作满意度、组织公民行为的关系研究

发布时间：2018-07-03 00:18

本文选题：工作嵌入 + 工作满意度　；参考：《河南大学》2011年硕士论文

【摘要】：工作嵌入能够帮助组织更好地留住员工,提高员工与组织的相容性。本研究中,将其界定为员工和组织内外所有与工作相关的情境所形成的关系网络的密切程度。研究对于工作嵌入的内容和作用机制的探讨,在理论上是对已有研究领域的有力补充,在实践上能够通过提高员工的工作嵌入度进而影响员工的工作态度和行为,最终为组织创造更多的利益。本研究通过文献分析法、问卷调查法等,基于对全国6个城市14家企业的555名员工进行问卷调查,运用探索性因素分析、验证性因素分析、结构方程模型和回归分析等统计分析方法,研究所得主要结论如下: 第一,我国组织员工的工作嵌入内容结构包括六个维度,分别是组织匹配、社区匹配、组织牺牲、组织工作联结、组织人事联结和社区联结。六因素模型是拟合较好的最优模型。工作嵌入问卷的信度和效度均达到了心理测量学的要求,是有效测量工具。第二,不同人口学、组织学的员工在工作嵌入整体以及各维度上存在不同程度的显著差异。第三,员工工作嵌入的组织匹配对组织认同、利他行为、敬业精神和人际和谐存在着显著的正向影响;社区匹配对组织认同、利他行为和敬业精神均有显著的正向影响;组织牺牲对组织认同存在显著的正向影响,对人际和谐存在显著的负向影响;组织工作联结对人际和谐和保护公司资源存在显著的负向影响,组织人事联结对组织认同、利他行为、敬业精神和人际和谐均存在显著的正向影响;社区联结对利他行为、敬业精神、人际和谐和保护公司资源均有显著的负向影响。第四,工作满意度在工作嵌入和组织公民行为之间存在部分中介作用;工作满意度在组织匹配和社区匹配纬度与组织公民行为之间存在部分中介作用;工作满意度在组织牺牲和组织工作联结与组织公民行为之间有完全中介作用;工作满意度在组织人事联结和社区联结纬度与组织公民行为之间不存在中介作用。
[Abstract]:Job embedding can help organizations retain employees better and improve their compatibility with the organization. In this study, it is defined as the degree of closeness of the relationship between the employee and all the work-related situations within and outside the organization. The research on the content and function mechanism of job embedding is a powerful supplement to the existing research field in theory. In practice, it can influence the employee's work attitude and behavior by improving the degree of work embeddedness. Ultimately create more benefits for the organization. Through literature analysis, questionnaire survey and so on, 555 employees of 14 enterprises in 6 cities of China were investigated by using exploratory factor analysis and confirmatory factor analysis. The main conclusions of this paper are as follows: first, the content structure of work embedding in Chinese organizations includes six dimensions, namely, organizational matching, community matching, and so on. Organizational sacrifice, organizational work connection, organizational personnel connection and community connection. The six-factor model is the best fit model. The reliability and validity of the job-embedded questionnaire meet the requirements of psychometrics and are effective measurement tools. Second, there are significant differences in different demographics and organizational workers in the whole job embedding and in different dimensions. Thirdly, the organizational matching embedded by employees' work has a significant positive effect on organizational identity, altruistic behavior, professionalism and interpersonal harmony, and community matching has a significant positive impact on organizational identity, altruistic behavior and professionalism. Organizational sacrifice has a significant positive impact on organizational identity and a significant negative impact on interpersonal harmony, organizational work connection has a significant negative impact on interpersonal harmony and protection of corporate resources, and organizational personnel connection has a significant negative impact on organizational identity. Altruistic behavior, professionalism and interpersonal harmony have significant positive effects, while community connections have significant negative effects on altruistic behavior, professionalism, interpersonal harmony and protection of company resources. Fourth, job satisfaction has a partial intermediary role between job embedding and organizational citizenship behavior, job satisfaction has a partial intermediary role between organizational matching and community matching latitude and organizational citizenship behavior. Job satisfaction has a complete intermediary role between organizational sacrifice, organizational work association and organizational citizenship behavior, while job satisfaction has no intermediary role between organizational personnel connection and community connection latitude and organizational citizenship behavior.
【学位授予单位】：河南大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：C913.2

【引证文献】