企业员工个人—组织匹配对工作幸福感的影响机制研究

发布时间：2018-03-01 19:04

本文关键词： 个人-组织匹配工作幸福感心理授权组织承诺 CPM领导行为　出处：《暨南大学》2014年硕士论文　论文类型：学位论文

【摘要】：工作幸福感是主观幸福感在工作场所中的体现，主要是指员工对工作本身或工作环境的认知评价和情感体验。个人-组织匹配是指个人与组织之间的相容性、一致性。本研究采用心理学的实证研究方法，通过问卷调查法和访谈法，，分别探讨了个人-组织匹配对工作幸福感影响的比较分析；心理授权、组织承诺在个人-组织匹配与工作幸福感之间的中介作用；CPM领导行为在个人-组织匹配与工作幸福感之间的调节作用。研究结果发现：（1）企业员工的个人-组织匹配及其三个维度（价值观匹配、需要-供给匹配、要求-能力匹配）对工作幸福感有显著的正向预测作用，且需要-供给匹配对工作幸福感的影响最大。（2）企业员工的心理授权、组织承诺在个人-组织匹配和工作幸福感之间起部分中介作用。（3）在CPM领导行为中，C因素在个人-组织匹配和工作幸福感之间起显著的增强型调节作用，P因素和M因素的调节效应则不显著。（4）企业员工的工作幸福感在性别、年龄、婚姻状况、职务级别以及企业性质上存在显著差异。
[Abstract]:Job Well-being is the embodiment of subjective Well-being in the workplace. It mainly refers to the employees' cognitive evaluation and emotional experience of the work itself or the work environment. The personal-organization matching refers to the compatibility between the individual and the organization. Consistency. This research adopts the psychological empirical research method, through the questionnaire survey method and the interview method, separately discussed the personal organization match to the work well-being influence comparative analysis, the psychological empowerment, The role of organizational commitment in mediating the relationship between personal and organizational matching and job well-being and the regulatory role of CPM leadership behavior between personal and organizational matching and job well-being. (1) the individual-organizational matching and its three dimensions (value matching, needs-supply matching, request-ability matching) have significant positive predictive effects on job well being. And needs-supply matching has the greatest impact on job well-being. (2) Psychological empowerment of employees, organizational commitment plays a part of intermediary role between personal-organizational matching and job well-being. (3) in CPM leadership behavior, factor C plays a significant role in enhancing the regulatory effect between personal and organizational matching and job well-being. However, the regulatory effect of P factor and M factor is not significant. (4) there are significant differences in job well being among employees in sex, age, marital status, job level and nature of the enterprise.
【学位授予单位】：暨南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B842.6

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