职场友谊、情感承诺与员工建言行为关系研究
发布时间：2018-10-15 20:58
【摘要】：在如今竞争愈发激烈的环境中,企业若想追求可持续的发展,在竞争中脱颖而出,就需要不断的创新,在变革中适应不断变化的外部环境。创新的源头来自于人的智慧,于是如何发掘组织中的人才,让他们可以自由自主的发挥才智,提出对组织的建议与想法成为了人力资源管理实践者和学术研究者的共同话题。提出建议往往意味着改变,意味着对现有制度或上级领导的挑战。所以,在现实组织中,即使已经意识到建言行为的重要性,但也并非所有员工都愿意产生该种行为。尤其在中国背景下,受中庸之道等传统观念的影响,很多人可能更乐于安于现状,领导“一言堂”的现象也经常存在。究竟为什么有些员工敢于表达意见?什么因素影响了在同一组织环境中的不同员工产生了不同程度的建言行为?西方学者自20世纪70年代开始研究员工建言行为,尤其是对其前因变量的研究。已有研究涉及到的能够引起员工建言行为的前因变量主要包括两方面。一方面是包括员工的人口统计学特征(Janssen,de VrisCozijnsen,1998).个体的人格和认知风格(LePineVan Dyne,2001)以及员工满意度、组织公平感知(WitheyCooper,1989)等在内的个人层面因素；另一方面是管理者与员工的关系(李锐,凌文辁和柳士顺,2009)、组织氛围及类型等组织层面的因素。 但是个体层面和组织层面的因素似乎还不足以完全解释组织中的建言行为。在企业组织中的员工,并不是一个独立的个体在从事工作,而是时刻存在着与同事之间的交流沟通,于是,人际交往因素是否对建言行为产生影响成为了本研究关注的话题。本研究在对已有文献进行梳理综述后,引入“职场友谊”的概念来探讨工作环境中的人际交往因素,即职场友谊对员工建言行为是否具有显著的正向影响。为了更好的了解职场友谊对员工建言行为的作用机制,本研究引入了组织情感承诺的概念,来探讨组织情感承诺是否会在职场友谊与建言行为之间产生中介效果。另外,本研究认为,中国传统文化与西方文化存在着显著的差异,中国的国有企业也有着中国特色的显著特点,于是本研究选取中国国有企业员工为调研对象,进行实证研究。 本研究应用SPSS20.0软件,对272份有效样本的调查问卷结果进行了详细的统计分析,包括独立样本T检验、单因素方差分析、相关分析和回归分析等。得出以下结论：1、职场友谊不仅对员工建言行为具有直接的显著的正向影响,同时还通过组织情感承诺对员工建言行为具有间接的正向影响。组织情感承诺在职场友谊和员工建言行为中间起到了部分中介作用,本研究的理论模型成立。2、人口统计学变量中的员工职位对员工建言行为有正向的显著影响,且具有中国特色,员工职位越高,建言行为越明显。 本研究的研究意义在于：理论意义方面,本研究将情感承诺与职场友谊对员工建言行为的作用机制整合在同一理论框架中,并通过实证验证,丰富员工建言行为的影响因素；试图填补三者关系的理论研究空白；站在中国国有企业大环境中员工的视角,来验证职场友谊这一理论在中国情境下的有效程度。现实意义方面,本研究的结论有助于企业注重培养员工之间的良好友谊关系,尤其是同一团队中共同工作的员工,以推进其对建言行为的正向作用。为组织寻找激励和引导建言行为的方法打开了一个窗口；引导组织注重员工情感承诺的开发和培养,从而进一步促进员工建言行为的产生。 最后,本文根据研究结论,提出了一些管理建议：加强组织内上下级沟通,冲破等级观念束缚,建立合理的建言激励机制；推动职场友谊,加强企业文化建设,增强员工对组织的情感承诺来促进员工建言行为的产生。
[Abstract]:In today's increasingly competitive environment, if enterprises want to pursue sustainable development and stand out in competition, continuous innovation is needed to adapt to changing external environment in change. The source of innovation comes from people's wisdom, so how to discover the talents in the organization, let them play their talents freely, put forward suggestions and ideas about the organization become the common topic of human resource management and academic researchers. The presentation of recommendations often implies a change, which means challenges to existing systems or higher-level leaders. So, in real-world organizations, even though they have realized the importance of voice-building, not all employees are willing to do that. Especially in the context of China, many people may be more willing to settle the situation and lead to the influence of traditional concepts such as the Middle School and the Middle School. "a word and a word" The phenomenon also exists frequently. Why do some employees dare to express their opinions? What factors have affected different levels of speech behavior in different employees in the same organizational environment? Western scholars began to study the behavior of employees in the 1970s, especially in the study of their former dependent variables. It has been studied that the pre-dependent variable which can cause the employee's voice behavior mainly includes two aspects. On the one hand, demographic characteristics of employees are included (Janssen, de VrisCozijsen, 1998). The individual's personality and cognitive style (LePineVan Dyne, 2001), as well as employee satisfaction, organizational justice perception (HeheyCooper, 1989), etc.; on the other hand, the relationship between managers and employees (Li Rui, Ling Wenshi and Liu Shishun, 2009), Organizational climate and type of organizational dimensions. But the factors at the individual level and organizational level do not seem to be sufficient to fully explain the construction of the organization Behavior. Employees in enterprise organizations are not an independent individual who is engaged in work, but there is an exchange of communication with colleagues at a time. Therefore, the influence of interpersonal factors on speech behavior has become the focus of this study Topic. After a review of existing literature, Introducing the Workplace The concept of friendship explores the interpersonal factors in the working environment, that is, whether the workplace friendship has a significant positive impact on the behavior of employees. In order to better understand the role mechanism of workplace friendship on employee's voice behavior, this paper introduces the concept of organizational emotion commitment to explore whether the organization's emotional commitment will generate an intermediary between workplace friendship and speech behavior. In addition, in this study, China's traditional culture has a remarkable difference with the western culture, and China's state-owned enterprises also have the remarkable characteristics of Chinese characteristics, so the study chooses the Chinese state-owned enterprise staff as the research object, and carries on an empirical study. The results of investigation of 272 valid samples were statistically analyzed using SPSS10.0 software, including independent sample T-test, single-factor analysis of variance, correlation analysis and analysis. Regression analysis and so on. The conclusion is as follows: 1. The workplace friendship not only has a direct positive influence on employee's speech behavior, but also has indirect influence on employee's voice behavior through organizational emotion commitment. positive impact. Organizational emotional commitment plays a role in mediating between workplace friendships and employee voice behavior. The theoretical model of this study is established. 2. The employee positions in demographic variables have a positive effect on the behavior of employees, and have Chinese characteristics. The higher the job position, the more you make a statement The more obvious the behavior is, the research significance of this study is: In theory meaning, this study combines the emotional commitment and the working relationship between emotional commitment and workplace friendship in the same theoretical framework, and through empirical verification, enrich the employee's construction. The influence factors of words and deeds; trying to fill the theoretical research gap of the three relations; standing in the perspective of employees in the big environment of state-owned enterprises in China to verify that the theory of workplace friendship is in China The conclusion of this study will help enterprises focus on fostering good friendship among employees, especially those working together in the same team to promote their construction. The positive effect of words and deeds. It opens a window for the organization to find the ways to stimulate and guide the behavior of building words; guide the organization to pay attention to the development and cultivation of employee's emotional commitment, thus further promoting the staff In the end, according to the research conclusion, this paper puts forward some suggestions on management: strengthen the communication between the upper and lower levels in the organization, break through the restriction of the level, establish a reasonable incentive mechanism, and promote the workplace. Friendship, strengthening corporate culture construction, and enhancing employee's emotional commitment to the organization
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：C913.2
本文编号：2273811
[Abstract]:In today's increasingly competitive environment, if enterprises want to pursue sustainable development and stand out in competition, continuous innovation is needed to adapt to changing external environment in change. The source of innovation comes from people's wisdom, so how to discover the talents in the organization, let them play their talents freely, put forward suggestions and ideas about the organization become the common topic of human resource management and academic researchers. The presentation of recommendations often implies a change, which means challenges to existing systems or higher-level leaders. So, in real-world organizations, even though they have realized the importance of voice-building, not all employees are willing to do that. Especially in the context of China, many people may be more willing to settle the situation and lead to the influence of traditional concepts such as the Middle School and the Middle School. "a word and a word" The phenomenon also exists frequently. Why do some employees dare to express their opinions? What factors have affected different levels of speech behavior in different employees in the same organizational environment? Western scholars began to study the behavior of employees in the 1970s, especially in the study of their former dependent variables. It has been studied that the pre-dependent variable which can cause the employee's voice behavior mainly includes two aspects. On the one hand, demographic characteristics of employees are included (Janssen, de VrisCozijsen, 1998). The individual's personality and cognitive style (LePineVan Dyne, 2001), as well as employee satisfaction, organizational justice perception (HeheyCooper, 1989), etc.; on the other hand, the relationship between managers and employees (Li Rui, Ling Wenshi and Liu Shishun, 2009), Organizational climate and type of organizational dimensions. But the factors at the individual level and organizational level do not seem to be sufficient to fully explain the construction of the organization Behavior. Employees in enterprise organizations are not an independent individual who is engaged in work, but there is an exchange of communication with colleagues at a time. Therefore, the influence of interpersonal factors on speech behavior has become the focus of this study Topic. After a review of existing literature, Introducing the Workplace The concept of friendship explores the interpersonal factors in the working environment, that is, whether the workplace friendship has a significant positive impact on the behavior of employees. In order to better understand the role mechanism of workplace friendship on employee's voice behavior, this paper introduces the concept of organizational emotion commitment to explore whether the organization's emotional commitment will generate an intermediary between workplace friendship and speech behavior. In addition, in this study, China's traditional culture has a remarkable difference with the western culture, and China's state-owned enterprises also have the remarkable characteristics of Chinese characteristics, so the study chooses the Chinese state-owned enterprise staff as the research object, and carries on an empirical study. The results of investigation of 272 valid samples were statistically analyzed using SPSS10.0 software, including independent sample T-test, single-factor analysis of variance, correlation analysis and analysis. Regression analysis and so on. The conclusion is as follows: 1. The workplace friendship not only has a direct positive influence on employee's speech behavior, but also has indirect influence on employee's voice behavior through organizational emotion commitment. positive impact. Organizational emotional commitment plays a role in mediating between workplace friendships and employee voice behavior. The theoretical model of this study is established. 2. The employee positions in demographic variables have a positive effect on the behavior of employees, and have Chinese characteristics. The higher the job position, the more you make a statement The more obvious the behavior is, the research significance of this study is: In theory meaning, this study combines the emotional commitment and the working relationship between emotional commitment and workplace friendship in the same theoretical framework, and through empirical verification, enrich the employee's construction. The influence factors of words and deeds; trying to fill the theoretical research gap of the three relations; standing in the perspective of employees in the big environment of state-owned enterprises in China to verify that the theory of workplace friendship is in China The conclusion of this study will help enterprises focus on fostering good friendship among employees, especially those working together in the same team to promote their construction. The positive effect of words and deeds. It opens a window for the organization to find the ways to stimulate and guide the behavior of building words; guide the organization to pay attention to the development and cultivation of employee's emotional commitment, thus further promoting the staff In the end, according to the research conclusion, this paper puts forward some suggestions on management: strengthen the communication between the upper and lower levels in the organization, break through the restriction of the level, establish a reasonable incentive mechanism, and promote the workplace. Friendship, strengthening corporate culture construction, and enhancing employee's emotional commitment to the organization
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：C913.2
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相关期刊论文 前4条
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