民营企业领导魅力与员工组织忠诚度的现状及关系研究

发布时间：2018-04-08 13:41

本文选题：民营企业　切入点：领导魅力　出处：《重庆大学》2016年硕士论文

【摘要】：本研究旨在对民营企业领导魅力和员工组织忠诚度的现状特点和关系及内在影响机制进行研究。本文基于魅力型领导理论、工作动机理论及组织拟人化思想等相关理论,通过问卷调查、专家评定与统计分析等多种方法,主要展开了三项研究:(1)探索了民营企业领导魅力的维度结构,并对其现状特征进行了分析;(2)探索了民营企业员工组织忠诚度的维度结构,并对其现状特征进行了分析;(3)探索了民营企业员工工作动机的维度结构,并探讨了民营企业领导魅力和员工组织忠诚度的关系,以及工作动机、员工性别、员工与直接上级共事年限在两者关系间的调节作用。本研究共收集由民营企业员工填写的有效问卷800份,通过SPSS等统计软件分析,得出以下主要结论:(1)中国民营企业背景下,领导魅力呈现出四个维度,分别为德行垂范、领导素质、感景感召、下属关怀(按照均值降序排列)。通过差异性检验分析发现,在员工眼中直接上级领导魅力的四个维度在在性别、学历、司龄、职位、直接上级职位、直接上级年龄、所在企业员工总数、直接上级性别八类人口学统计变量上存在不同程度的显著差异。(2)中国民营企业背景下,员工组织忠诚度呈现三个维度,分别是组织贡献度、组织归属感、组织认同度(按照均值降序排列)。通过差异性检验比较发现,组织忠诚度的三个维度在性别、年龄、学历、司龄、所属部门、职位这六类人口学统计变量上存在不同程度的显著差异。(3)中国民营企业背景下,员工工作动机呈现出三个维度,分别为生存动机、关系动机、成长动机(按照均值降序排列)。(4)通过探索民营企业领导魅力对员工组织忠诚度的关系及内在影响机制发现:领导魅力各维度对员工组织忠诚度各维度具有显著的预测作用;并且通过调节效应检验发现,员工生存动机在直接上级领导魅力和员工组织忠诚度关系中存在负向调节作用,员工成长动机在直接上级领导魅力和员工组织忠诚度关系中存在正向调节作用;员工性别、与直接上级共事年限两个变量在直接上级领导魅力和员工组织忠诚度关系中存在调节效应。
[Abstract]:The purpose of this study is to study the characteristics and relationships of leadership charisma and employee organizational loyalty in private enterprises.Based on the theory of charismatic leadership, the theory of work motivation and the idea of personification of organization, this paper adopts many methods, such as questionnaire survey, expert evaluation and statistical analysis, etc.This paper mainly discusses three studies: 1) explores the dimension structure of leadership charm of private enterprises, and analyzes the characteristics of its present situation. 2) explores the dimension structure of organizational loyalty of employees in private enterprises.The paper also analyzes the characteristics of the current situation and explores the dimensional structure of the employees' working motivation in private enterprises, and discusses the relationship between leadership charisma and organizational loyalty, as well as the working motivation and employee gender.The effect of employee and direct superior working experience on the relationship between them.This study collected 800 valid questionnaires filled out by the employees of private enterprises. Through the analysis of SPSS and other statistical software, we can draw the following main conclusions: 1) under the background of private enterprises in China, leadership charisma presents four dimensions, respectively, which are moral decency.Leadership quality, sense of inspiration, subordinates care (according to the average descending order).Through the analysis of difference test, it is found that the four dimensions of the charisma of direct superior leadership in the eyes of employees are gender, academic background, department age, position, direct superior position, direct superior age, total number of employees in the enterprise.Degree of organizational identity (in descending order of mean value).Through the difference test, it is found that the three dimensions of organizational loyalty are significantly different in the demographic variables of gender, age, educational background, department age, department, position, etc.) under the background of private enterprises in China, the three dimensions of organizational loyalty are significantly different from each other in terms of demographic variables, such as gender, age, educational background, department age, and position.There are three dimensions of employee's work motivation, which are survival motivation, relational motivation, and so on.Growth motivation (arranged in descending order according to the average value) through exploring the relationship between leadership charisma and employee organizational loyalty and its internal influence mechanism, it is found that each dimension of leadership charm has a significant predictive effect on each dimension of employee organizational loyalty;And through the adjustment effect test found that the employee survival motivation in the direct leadership charm and employee organizational loyalty relationship there is a negative adjustment role.The motivation of employee growth is positively regulated in the relationship between the charisma of direct superior leadership and employee organizational loyalty.The two variables of working with direct superiors have moderating effects in the relationship between the charisma of direct superiors and the organizational loyalty of employees.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：B844.3

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