本文選題：創(chuàng)新行為 + 組織支持感　； 參考：《中國地質(zhì)大學(xué)（北京）》2014年碩士論文

【摘要】：創(chuàng)新是民族進(jìn)步的靈魂，在國家經(jīng)濟(jì)中起主導(dǎo)作用，同時(shí)也是各行各業(yè)飛速發(fā)展的秘密武器，當(dāng)然國土資源領(lǐng)域也不例外。國土資源中長期人才發(fā)展的規(guī)劃目標(biāo)是：為國土資源領(lǐng)域和地勘行業(yè)的可持續(xù)發(fā)展建設(shè)一支強(qiáng)有力的創(chuàng)新型、復(fù)合型、高素質(zhì)人才隊(duì)伍，提高人才的職業(yè)素質(zhì)和職業(yè)技能，并以創(chuàng)新作為人才隊(duì)伍建設(shè)的核心。本研究探討國土資源領(lǐng)域?qū)I(yè)技術(shù)人員創(chuàng)新行為的影響機(jī)制，包括創(chuàng)新自我效能以及目標(biāo)取向在組織支持感與創(chuàng)新行為之間會產(chǎn)生怎樣的影響。本研究采用目的抽樣的方法對國土資源系統(tǒng)中專業(yè)技術(shù)人員進(jìn)行問卷調(diào)查，收集數(shù)據(jù)并進(jìn)行統(tǒng)計(jì)分析，最終得出以下結(jié)論： 1.本研究結(jié)果表明國土資源專業(yè)技術(shù)人員創(chuàng)新行為處于中等水平。 2.年齡對創(chuàng)新行為有顯著影響。25-35歲年齡段員工的創(chuàng)新行為得分小于36-45歲年齡段員工的創(chuàng)新行為得分；25-35歲年齡段員工的創(chuàng)新行為得分小于46-55歲年齡段員工的創(chuàng)新行為得分，且都在0.05水平上存在顯著性差異。 3.學(xué)歷對創(chuàng)新行為有顯著影響。學(xué)歷程度為本科的員工的創(chuàng)新行為的得分小于博士及以上員工的創(chuàng)新行為的得分；學(xué)歷程度為碩士的員工的創(chuàng)新行為的得分小于博士及以上員工的創(chuàng)新行為的得分，且都在0.05水平上存在顯著性差異。 4.創(chuàng)新自我效能在組織支持感與創(chuàng)新行為之間起部分中介作用，且中介效應(yīng)占總效應(yīng)的60.06%。 5.在控制開放性這一人格變量后，，組織支持感與創(chuàng)新行為之間的F檢驗(yàn)仍然達(dá)到顯著水平。因此，組織支持感越高，員工創(chuàng)新行為越高。 6.分層回歸分析表明，目標(biāo)取向在組織支持感與創(chuàng)新行為之間的關(guān)系中起調(diào)節(jié)作用。具體為學(xué)習(xí)目標(biāo)取向在關(guān)心利益維度與創(chuàng)新行為之間起調(diào)節(jié)作用；學(xué)習(xí)目標(biāo)取向在價(jià)值認(rèn)同維度與創(chuàng)新行為之間起調(diào)節(jié)作用；證明目標(biāo)取向只在關(guān)心利益維度與創(chuàng)新行為之間起調(diào)節(jié)作用；回避目標(biāo)取向在工作支持維度與創(chuàng)新行為之間起調(diào)節(jié)作用；回避目標(biāo)取向在關(guān)心利益維度與創(chuàng)新行為之間起調(diào)節(jié)作用；回避目標(biāo)取向在價(jià)值認(rèn)同維度與創(chuàng)新行為之間起調(diào)節(jié)作用。
[Abstract]:Innovation is the soul of national progress, plays a leading role in the national economy, and is also a secret weapon for the rapid development of various industries, of course, the field of land and resources is no exception. The planning goal of the long-term talent development of land and resources is to build a powerful team of innovative, complex and high-quality talents for the sustainable development of land and resources fields and geological prospecting industries, and to improve the professional quality and vocational skills of talents. And take innovation as the core of talent construction. This study explores the impact mechanism of innovative behavior of professional and technical personnel in the field of land and resources, including innovation self-efficacy and the impact of goal orientation on organizational support and innovation behavior. This research adopts the method of objective sampling to carry on the questionnaire survey to the specialized technical personnel in the land resources system, collects the data and carries on the statistical analysis, finally draws the following conclusion: 1. The result of this study shows that the innovation behavior of land resources professional and technical personnel is in the medium level. 2. Age has significant influence on innovation behavior. The score of innovation behavior of employees aged 25-35 is lower than that of employees aged 36-45. The score of innovation behavior of employees aged 25-35 is lower than that of employees aged 46-55. There were significant differences at 0.05 level. 3. Educational background has a significant impact on innovation behavior. The score of innovation behavior of employees with degree of education is less than that of employees with doctoral degree or above, and that of employees with master degree of education is less than that of employees with doctoral degree or above. There were significant differences at 0.05 level. 4. Innovation self-efficacy plays an intermediary role between organizational support and innovation behavior, and the intermediary effect accounts for 60.06 of the total effect. 5. After controlling the personality variable of openness, the F test between organizational support and innovative behavior is still significant. Therefore, the higher the sense of organizational support, the higher the innovation behavior of employees. 6. Hierarchical regression analysis shows that goal orientation plays a regulatory role in the relationship between organizational support and innovation behavior. Specifically, learning goal orientation plays a regulatory role between interest dimension and innovation behavior, learning goal orientation regulates value identity dimension and innovation behavior. It is proved that goal orientation only regulates the relationship between interest dimension and innovation behavior, while avoiding goal orientation plays a regulatory role between job support dimension and innovation behavior. Avoidance goal orientation plays a regulatory role between interest dimension and innovation behavior, while avoidance goal orientation regulates value identity dimension and innovation behavior.
【學(xué)位授予單位】：中國地質(zhì)大學(xué)（北京）
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：C936

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