知识员工组织公平感、工作控制感对反生产行为的影响研究

发布时间：2018-05-18 00:02

本文选题：知识员工 + 组织公平感　；参考：《南京师范大学》2014年硕士论文

【摘要】：随着市场竞争的加剧,人们开始关注员工行为对组织的影响,组织公民行为的研究日益兴起。直到20世纪末,员工行为中不利于组织发展的消极方面也开始不断吸引管理者的眼球,偷窃、拖沓、迟到等看似微不足道的行为,对组织的长期发展至关重要。因此,本研究选取反生产行为为主要研究变量,以本科以上学历的在职人员为研究样本,采用问卷调查的方法,使用SPSS和AMOS数据分析软件,了解知识员工组织公平感、工作控制感、反生产行为现状及其在人口学变量上的差异,并对知识员工组织公平感、工作控制感与反生产行为的关系进行探究,希望能够为实际的管理工作提供有价值的信息。主要研究结果如下： (1)知识员工组织公平感在年龄、地区、所在单位及职位等人口学变量上的差异均达到显著水平； (2)知识员工工作控制感在地区、所在单位及职位等人口学变量上的差异均达到显著水平； (3)知识员工反生产行为在地区、所在单位等人口学变量上的差异均达到显著水平； (4)知识员工组织公平感与反生产行为之间呈显著负相关,组织公平感越高,反生产行为发生频率越低； (5)知识员工组织公平感对反生产行为的预测效果显著； (6)知识员工工作控制感与反生产行为之间呈显著负相关,工作控制感越高,反生产行为发生频率越低； (7)知识员工工作控制感对反生产行为的预测效果显著； (8)知识员工工作控制感在组织公平感与反生产行为之间具有部分中介作用,组织公平感既可以直接作用于反生产行为,又能通过工作控制感的中介作用对反生产行为产生影响。
[Abstract]:With the aggravation of market competition, people begin to pay attention to the influence of employee behavior on organization, and the research of organizational citizenship behavior is rising day by day. Until the end of the 20th century, the negative aspects of employee behavior that were not conducive to organizational development began to attract the attention of managers, such as theft, procrastination, lateness and other seemingly insignificant behaviors, which were crucial to the long-term development of the organization. Therefore, this study selects the anti-production behavior as the main research variable, takes the on-the-job personnel with undergraduate degree or above as the research sample, adopts the questionnaire method, uses the SPSS and AMOS data analysis software, understands the knowledge employee organization fair feeling. The sense of job control, the current situation of anti-production behavior and the differences in demographic variables, and the relationship between the sense of organizational fairness, the relationship between sense of job control and anti-production behavior, and the relationship between the sense of organizational fairness, the sense of job control and the anti-production behavior, are explored. Hope to provide valuable information for the actual management work. The main findings are as follows: 1) the difference of organizational fairness among knowledge workers in demographic variables such as age, area, unit and position is significant; 2) the difference of knowledge workers' sense of job control in the region, their units and positions, and other demographic variables has reached a significant level; 3) the differences of knowledge employees' counter-productive behavior in the demographic variables such as the region and the unit are significant; 4) there is a significant negative correlation between organizational fairness and anti-production behavior of knowledge workers. The higher the sense of organizational fairness, the lower the frequency of anti-production behavior; 5) the effect of organizational fair sense of knowledge workers on the prediction of anti-production behavior is significant; 6) there was a significant negative correlation between knowledge workers' sense of job control and anti-production behavior. The higher the sense of job control was, the lower the frequency of anti-production behavior was. (7) the effect of knowledge workers' job control on the prediction of anti-production behavior is remarkable; (8) knowledge workers' sense of job control has a partial intermediary role between sense of organizational justice and anti-production behavior. The sense of organizational justice can not only act directly on anti-production behavior, but also influence anti-production behavior through the intermediary function of job control sense.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B844.3

【参考文献】