本文選題：建筑設(shè)計(jì)行業(yè) + 知識(shí)型員工　； 參考：《西南財(cái)經(jīng)大學(xué)》2014年碩士論文

【摘要】：隨著知識(shí)經(jīng)濟(jì)時(shí)代的到來,知識(shí)型員工作為當(dāng)今社會(huì)人力資源的重要載體,其利用自己的知識(shí)和創(chuàng)新所創(chuàng)造的價(jià)值在社會(huì)總體價(jià)值中占據(jù)越來越大的比重。各行各業(yè)的管理者如何針對(duì)知識(shí)型員工的特點(diǎn)來對(duì)其進(jìn)行有效的人力資源管理,提高知識(shí)型員工的績效水平已經(jīng)成為了人力資源管理理論研究和實(shí)踐操作的重要問題。而我國目前也處于社會(huì)轉(zhuǎn)型關(guān)鍵期,各種信息借助互聯(lián)網(wǎng)急劇膨脹、社會(huì)各界的利益不斷調(diào)整、居民生活節(jié)奏逐步加快,總體來說社會(huì)發(fā)展步伐越來越快,這也導(dǎo)致了企業(yè)員工面臨越來越大的工作壓力。 本文正是在這樣的現(xiàn)實(shí)背景之下,通過對(duì)國內(nèi)外工作壓力的研究理論和實(shí)證分析進(jìn)行歸納和總結(jié),選取了我國建筑設(shè)計(jì)行業(yè)知識(shí)型員工作為研究對(duì)象,通過問卷調(diào)查了解了我國建筑設(shè)計(jì)行業(yè)知識(shí)型員工的工作壓力現(xiàn)狀,并在此基礎(chǔ)之上探討了工作壓力與工作績效的關(guān)系,并且提出了一些針對(duì)建筑設(shè)計(jì)行業(yè)知識(shí)型員工壓力現(xiàn)狀的人力資源管理建議,以期對(duì)建筑設(shè)計(jì)企業(yè)的人力資源管理工作者有所啟迪。 本問卷參考Ivancevich與Matteson (1980)自編的壓力測量量表、周蓮英和周躍萍(2004)編制的工作生活壓力問卷以及許小東(2008)自編的管理者工作壓力測量量表之后針對(duì)本文的研究行業(yè)與調(diào)查對(duì)象的特殊性自編而成工作壓力問卷,參照了廖俊(2011)碩士論文中的工作績效調(diào)查問卷形成了本文的工作績效量表對(duì)四川、安徽、上海、廣東等地的建筑設(shè)計(jì)行業(yè)員工進(jìn)行調(diào)研,并運(yùn)用SPSS19.0統(tǒng)計(jì)軟件對(duì)問卷回收數(shù)據(jù)進(jìn)行分析。 本文首先對(duì)問卷的信度和效度進(jìn)行了檢驗(yàn),確認(rèn)數(shù)據(jù)符合研究要求之后通過描述性統(tǒng)計(jì)分析了解了我國建筑設(shè)計(jì)行業(yè)知識(shí)型員工的工作壓力現(xiàn)狀,然后通過獨(dú)立樣本T檢驗(yàn)和單因素方差分析發(fā)現(xiàn)除性別外的人口統(tǒng)計(jì)學(xué)變量對(duì)工作壓力及其各維度有不同程度的顯著性影響。之后又進(jìn)行了相關(guān)分析與回歸分析,結(jié)果顯示工作壓力不同維度對(duì)工作績效的不同維度預(yù)測力不同,其中期望壓力、職業(yè)發(fā)展壓力對(duì)任務(wù)績效有正向促進(jìn)作用,而工作本身壓力、角色模糊與沖突則對(duì)任務(wù)績效有阻礙作用；期望壓力對(duì)關(guān)系績效具有正向作用,角色模糊與沖突、自身能力壓力對(duì)關(guān)系績效具有消極作用；而就工作績效整體而言,職業(yè)發(fā)展壓力與期望壓力對(duì)工作績效具有正向促進(jìn)作用,角色模糊與沖突和自身能力壓力對(duì)工作績效有阻礙作用。我們根據(jù)回歸分析結(jié)果,將職業(yè)發(fā)展壓力與期望壓力界定為良性壓力,將角色模糊與沖突和自身能力壓力界定為劣性壓力。 本文從提高員工的良性壓力,降低劣性壓力；建立有效信息傳輸機(jī)制,明確工作角色,減小工作壓力；重視員工的個(gè)性差異,合理安排工作以及開展員工幫助計(jì)劃,緩解員工工作壓力四個(gè)方面給出了一些對(duì)我國建筑設(shè)計(jì)行業(yè)知識(shí)型員工進(jìn)行有效壓力管理的建議,從而提高員工工作績效,進(jìn)而更好的實(shí)現(xiàn)組織戰(zhàn)略和目標(biāo),這也在一定程度上體現(xiàn)了本文的理論價(jià)值和現(xiàn)實(shí)意義。
[Abstract]:With the advent of the era of knowledge economy, knowledge workers, as an important carrier of human resources in today's society, take advantage of the value created by their own knowledge and innovation in the overall value of the society. The managers of all walks of life have effective human resource management on the characteristics of knowledge workers. To improve the performance level of knowledge workers has become an important issue in the theory and practice of human resource management, and China is at the critical stage of social transformation, with the rapid expansion of various information with the help of the Internet, the continuous adjustment of the interests of all sectors of the society, the gradual acceleration of the living rhythm of the residents, and the overall pace of social development in general. More and more quickly, this also causes the enterprise staff to face the more and more working pressure.
Under this realistic background, this paper summarizes and summarizes the research theory and empirical analysis of the work pressure at home and abroad, and selects the knowledge workers in the architectural design industry of our country as the research object. Through the questionnaire survey, the present situation of the work pressure of the knowledge workers in the architectural design industry of our country is understood, and the foundation is based on this basis. This paper discusses the relationship between work pressure and work performance, and puts forward some suggestions on human resource management for the pressure status of knowledge workers in the architectural design industry, with a view to enlightening the human resource management workers of the architectural design enterprises.
This questionnaire refers to the pressure measurement scale compiled by Ivancevich and Matteson (1980), the work life pressure questionnaire compiled by Zhou Lianying and Zhou Yueping (2004) and the self compiled manager's work pressure measurement scale (2008). The work performance questionnaire in the master's thesis of Jun (2011) forms the work performance scale of this paper to investigate the staff of the building design industry in Sichuan, Anhui, Shanghai, Guangdong and other places, and analyze the data of the questionnaire recovery using SPSS19.0 statistical software.
This paper first examines the reliability and validity of the questionnaire, and confirms that the data conforms to the requirements of the research, and then through descriptive statistical analysis, the present situation of the working pressure of knowledge workers in the architectural design industry of China is understood. Then, the working pressure of the demographic variables except sex is found by the independent sample T test and the single factor variance analysis. Force and its dimensions have different degrees of significant influence. After that, the correlation analysis and regression analysis are carried out. The results show that the different dimensions of work pressure are different to the different dimensions of the work performance, in which the expected pressure and the career development pressure have a positive effect on the task performance, and the work itself pressure, the role ambiguity and conflict. It has a hindering effect on task performance; expected pressure has a positive effect on relationship performance, role ambiguity and conflict, and self ability pressure has a negative effect on relationship performance; as a whole, career development pressure and expectation pressure have positive effect on work performance, role ambiguity and conflict and self ability. Stress has a hindrance to work performance. According to the results of regression analysis, we define career development pressure and expectation pressure as benign pressure, and define role ambiguity and conflict and self ability pressure as inferior pressure.
This article from four aspects of improving the employees' good pressure and reducing the inferiority pressure; establishing the effective information transmission mechanism, defining the job role, reducing the work pressure, paying attention to the employee's personality difference, arranging the work and carrying out the staff help plan, alleviating the staff's work pressure, give some knowledge workers to the construction design industry of our country. In order to improve the staff performance and achieve better organizational strategy and goals, the theoretical and practical significance of this paper is also reflected to some extent.

【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.92

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相關(guān)期刊論文 前1條

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本文編號(hào)：1833997