驱力行为的测量及其与大五人格之间的关系

发布时间：2019-03-23 20:03

【摘要】：驱力是沟通分析理论的重要概念之一,个体在驱力信息的驱动下表现出特定的行为风格,影响着人们的工作方式、人际关系和应对方式。沟通分析理论流派学者Taibi Kahler(1974)把驱力划分为5个维度,即要完美、要快一点、要取悦、要坚强和要努力试。本研究根据驱力理论,以400多名企业员工为被试,通过文献分析、开放式问卷调查、半结构化访谈等方法,探索了中国职场情境中员工的驱力结构,并编制了《驱力行为问卷》。本研究主要分为三个部分：第一部分是驱力行为问卷的编制及其信效度检验；第二部分是考察企业员工驱力行为特点；第三部分是探索人格特质与驱力行为的相关关系以及在控制人口统计学变量的基础上,采用分层回归探察人格特质对驱力行为的预测作用。通过以上研究得到如下结论： (1)在中国文化背景下,企业员工的驱力行为可划分为5个维度,包括：要完美、要快一点、要取悦、要坚强和要努力试。经过质性研究,编制了驱力行为问卷,并检验了其信效度,可用于相关研究。 (2)人口统计学差异结果显示,性别、年龄、教育程度、家庭类型、母亲文化程度五个变量对员工的驱力行为产生了显著影响,而是否独生子女以及父母的职业类型对员工的驱力行为影响并不显著。 (3)通过相关分析发现,神经质、外向性和开放性与驱力行为总分有显著相关。通过分层回归分析,神经质和外向性对总体驱力有显著正向预测作用。同时,严谨性显著正向预测要完美,神经质显著正向预测要快一点,宜人性显著负向预测要快一点和要取悦,外向性显著负向预测要坚强,正向预测要努力试。
[Abstract]:Drive is one of the important concepts in communication and analysis theory. Driven by drive information, individuals show specific behavior style, which affects people's working style, interpersonal relationship and coping style. (Taibi Kahler (1974), a school scholar of communication analysis theory, divides drive into five dimensions: perfect, quick, pleasing, strong and hard-working. Based on the theory of driving force, this research explores the driving structure of employees in China's workplace by means of literature analysis, open questionnaire survey, semi-structured interviews and so on, taking more than 400 employees as subjects. The driving behavior questionnaire was compiled. This study is mainly divided into three parts: the first part is the preparation of the driving behavior questionnaire and its reliability and validity test; the second part is to investigate the characteristics of enterprise employee driving behavior; The third part is to explore the relationship between personality traits and drive behavior, and on the basis of controlling demographic variables, using hierarchical regression to explore the predictive effect of personality traits on drive behavior. The conclusions are as follows: (1) under the background of Chinese culture, the driving behavior of employees can be divided into five dimensions, including perfect, fast, pleasing, strong and hard-working. (1) in the context of Chinese culture, the driving behavior of employees can be divided into five dimensions: to be perfect, to be quick, to be strong and to try hard. After qualitative research, the driving behavior questionnaire was compiled, and its reliability and validity were tested, which can be used in related research. (2) the results of demographics showed that gender, age, education level, family type and mother's educational level had a significant impact on the driving behavior of employees. Whether or not the only child and the type of occupation of parents had no significant effect on the driving behavior of employees was not significant. (3) through correlation analysis, neuroticism, extroversion and openness were found to be significantly correlated with the total score of drive behavior. By stratified regression analysis, neuroticism and extroversion had significant positive predictive effects on overall drive. At the same time, the preciseness significantly positive prediction should be perfect, the neuroticism significantly positive prediction should be faster, the agreeable obvious negative prediction should be faster and pleasing, the extroversion significant negative prediction should be strong, and the positive prediction should be tried hard.
【学位授予单位】：首都师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B848

【相似文献】