心理授权问卷的编制及其与工作绩效的关系研究

发布时间：2018-05-24 14:14

本文选题：心理授权 + 工作绩效　；参考：《暨南大学》2016年硕士论文

【摘要】：心理授权是个体体验到的心理状态和认知的综合体,是近几年来组织行为学的研究热点。其中,在心理授权的结果变量研究中,最被重视的是心理授权与工作绩效的关系。但在中国大陆,心理授权的测量工具存在其局限性,本研究试图编制一套科学的、规范的心理授权测量工具,并在此基础上对企业员工的心理授权状况进行测量。本研究从员工的心理授权这一角度出发,探讨员工的心理授权与工作绩效之间的关系及其内在作用机制;引入工作满意度和组织公平感两个变量,考察两者在心理授权与工作绩效之间的多重中介作用。采用网络问卷调查和现场问卷调查法调查企业员工,研究得出以下结论:1.员工心理授权在性别、企业性质和工作年限上存在显著差异,在学历因素上不存在显著差异。2.心理授权及其四个维度工作价值、自我效能、工作控制和心理授权行为与工作绩效均呈显著的正相关关系,并且其对工作绩效有显著的预测作用。3.心理授权、工作满意度、组织公平感和工作绩效均两两之间有显著的正相关关系。4.工作满意度在心理授权和工作绩效之间起部分中介的作用。5.组织公平感在心理授权和工作绩效之间起部分中介的作用。6.心理授权通过组织公平感影响工作满意度进而影响工作绩效,即组织公平感和工作满意度在心理授权和工作绩效之间起多重中介作用。
[Abstract]:Psychological empowerment is a complex of mental state and cognition experienced by individuals. It is a hot research topic in organizational behavior in recent years. Among them, the relationship between psychological empowerment and job performance is the most important in the study of outcome variables of psychological empowerment. However, in mainland China, psychological empowerment measurement tools have their limitations. This study attempts to compile a set of scientific and standardized psychological authorization measurement tools, and on this basis to measure the psychological empowerment of enterprise employees. From the perspective of employees' psychological empowerment, this study explores the relationship between employees' psychological empowerment and job performance and its internal mechanism, introduces two variables, job satisfaction and organizational justice. The purpose of this study was to investigate the multiple mediating roles between psychological empowerment and job performance. The online questionnaire survey and the field questionnaire survey were used to investigate the employees, and the following conclusions were drawn: 1. There are significant differences in gender, nature and working life of employees' psychological empowerment, but there is no significant difference in educational background. Mental empowerment and its four dimensions of work value, self-efficacy, job control and psychological empowerment behavior were positively correlated with job performance, and had significant predictive effect on job performance. Psychological empowerment, job satisfaction, organizational justice and job performance were positively correlated with each other. 4. 4. Job satisfaction partly mediates between psychological empowerment and job performance. The sense of organizational justice plays a role as a partial intermediary between psychological empowerment and job performance. 6. Psychological empowerment affects job satisfaction and job performance through organizational fairness, that is, organizational justice and job satisfaction play a multiple intermediary role between psychological empowerment and job performance.
【学位授予单位】：暨南大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：B842;F272.92

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