【摘要】：目的：已有大量的研究闡述了個(gè)人-組織價(jià)值觀匹配對工作滿意度、工作效率等產(chǎn)生重要作用。但鮮有研究闡述這一效應(yīng)產(chǎn)生的原因。研究者提出了各種說法以解釋價(jià)值觀一致性的效應(yīng)，但是都缺乏實(shí)證研究的證據(jù)。Edwards和Cable提出包含溝通、預(yù)見性、人際吸引和信任四個(gè)中介變量的理論模型用以解釋匹配效應(yīng)。而今警察的職業(yè)倦怠現(xiàn)象是全球化的現(xiàn)象,如何提高警察的工作滿意度，減少職業(yè)倦怠應(yīng)引起也已經(jīng)得到了相關(guān)部門及學(xué)者的高度關(guān)注。本研究將在警察群體中驗(yàn)證Edwards和Cable的理論模型，探討警察的個(gè)人與組織價(jià)值觀匹配情況對工作滿意度的影響及其作用機(jī)制。 方法：（1）結(jié)合文獻(xiàn)分析和訪談結(jié)果，形成共39個(gè)項(xiàng)目的初測問卷。對江油市300名警察進(jìn)行初測問卷的探索性因素分析，，和對仁壽縣280名警察進(jìn)行正式問卷的驗(yàn)證性因素分析,最終形成33個(gè)項(xiàng)目的正式問卷。（2）采用問卷法對仁壽縣280名警察進(jìn)行施測。 結(jié)果：（1）警察組織價(jià)值觀量表包括組織關(guān)懷、組織公平、自主自律、敬業(yè)奉獻(xiàn)、職業(yè)發(fā)展、團(tuán)隊(duì)精神6個(gè)維度。量表具有較好的信、效度；（2）在警察群體中，個(gè)人與組織價(jià)值觀匹配性對工作滿意度具有顯著的正向影響，且在高水平的匹配比低水平的匹配會(huì)產(chǎn)生更高的工作滿意度；（3）溝通成為了個(gè)人與與組織價(jià)值觀匹配作用最有力的解釋，其次是組織信任。另外，溝通在個(gè)人與組織價(jià)值觀匹配和預(yù)測力之間、個(gè)人與組織價(jià)值觀匹配和人際吸引之間起完全中介作用。
[Abstract]:Objective: there have been a lot of studies on the importance of personal-organization value matching to job satisfaction and work efficiency. But few studies have explained the reasons for this effect. The researchers put forward a variety of statements to explain the effect of consistency of values, but there is no empirical evidence. Edwards and Cable proposed four mediating variables including communication, predictability, interpersonal attraction and trust to explain the matching effect. Nowadays, the phenomenon of police job burnout is a global phenomenon, how to improve the job satisfaction of police, reduce job burnout should cause the relevant departments and scholars to pay close attention to it. This study will verify the theoretical model of Edwards and Cable in the police group and explore the influence of the matching of personal and organizational values on job satisfaction and its mechanism. Methods: (1) based on literature analysis and interview results, a preliminary questionnaire of 39 items was formed. The exploratory factor analysis of the initial questionnaire for 300 policemen in Jiangyou City and the confirmatory factor analysis for 280 police officers in Renshou County. Finally, 33 formal questionnaires were formed. (2) 280 policemen in Renshou County were investigated by questionnaire. Results: (1) the scale includes six dimensions: organizational care, organizational fairness, self-discipline, dedication, professional development and team spirit. The scale has good reliability and validity. (2) in the police group, the matching of personal and organizational values has a significant positive effect on job satisfaction, and higher job satisfaction can be obtained in high level matching than in low level matching. (3) Communication has become the most powerful explanation for the match between individual and organizational values, followed by organizational trust. In addition, communication plays a complete intermediary role between personal and organizational values matching and predictive power, between individual and organizational values matching and interpersonal attraction.
【學(xué)位授予單位】：四川師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：D631.13

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