本文關(guān)鍵詞：公務(wù)員組織公民行為維度與基于工作壓力源的影響機(jī)理研究　出處：《華東師范大學(xué)》2016年博士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 公務(wù)員 組織公民行為 組織公民行為維度 工作壓力源 影響機(jī)理

【摘要】：組織公民行為,是一種未被組織常規(guī)的薪酬體系所明確和直接規(guī)定而員工自覺表現(xiàn)出來的個體行為。這種行為一般是出于組織成員個人意愿、非角色內(nèi)所要求的行為,與正式獎賞制度并無聯(lián)系。通常,通過長時間積累后,這種行為有助于提高組織的績效。隨著我國行政管理體制改革以及服務(wù)型政府建設(shè)的進(jìn)程不斷加快,作為公共行政、管理和服務(wù)的主體,公務(wù)員所承擔(dān)的重要公共管理職能不再能局限于其“職責(zé)內(nèi)”的工作行為,其“職責(zé)外”的素質(zhì)和行為在實(shí)現(xiàn)服務(wù)型政府目標(biāo)中同樣起到關(guān)鍵作用,這預(yù)示著在我國行政體制改革和時代背景下公務(wù)員的職責(zé)不應(yīng)僵化地依附于職位說明書的內(nèi)容。諸如像“關(guān)心組織”、“樂于助人”、“改革創(chuàng)新”、“修身正己”、“人際垂范”、“學(xué)以濟(jì)世”等職責(zé)外行為都應(yīng)是我國政府公務(wù)員具備的能力與素質(zhì)。這是因為上述這些職責(zé)外行為不僅與公務(wù)員實(shí)際工作要求存在不同程度的相聯(lián),同時對提升公務(wù)員的履職能力有所幫助�？梢�,組織公民行為應(yīng)當(dāng)成為我國政府面向公務(wù)員所提倡的工作行為。組織公民行為源于企業(yè)員工,然而,組織的異質(zhì)性決定了公務(wù)員組織公民行為與企業(yè)員工存在不同。因此,我們有必要對公務(wù)員組織公民行為的內(nèi)涵與構(gòu)成維度進(jìn)行探索。同時,對公務(wù)員而言,他們所承受的工作壓力會影響其組織公民行為的付出。與企業(yè)相比,常見的公務(wù)員壓力來自其工作角色往往得不到家庭成員的理解；其工作較為瑣碎且繁多；其人際關(guān)系較為復(fù)雜；公務(wù)員制度具有不確定性。盡管國內(nèi)外公務(wù)員都面臨一些類似的工作壓力,然而,國家文化以及政府行政文化的差異在一定程度上異化了國內(nèi)外公務(wù)員的工作壓力源。在我國,有關(guān)公務(wù)員壓力研究的文獻(xiàn)大多圍繞工作壓力源展開,不少學(xué)者基于已有文獻(xiàn)并結(jié)合訪談?wù){(diào)查對收集數(shù)據(jù)進(jìn)行分析,得出公務(wù)員的工作壓力源主要來自于個體因素、組織因素和環(huán)境因素三個層面。其中,諸多學(xué)者都認(rèn)同,工作過載壓力源、上級領(lǐng)導(dǎo)壓力源、職業(yè)發(fā)展前景壓力源和人際關(guān)系壓力源等是當(dāng)前我國公務(wù)員面臨的主要工作壓力源。這些主要的工作壓力源對我國公務(wù)員組織公民行為是否產(chǎn)生重要的影響?如何產(chǎn)生影響?對這些問題的理解與回答,可以幫助促進(jìn)和激發(fā)有利于政府部門發(fā)展和公共價值創(chuàng)造的公務(wù)員組織公民行為的實(shí)施�；谏鲜鲅芯繂栴}的提出,本文展開了公務(wù)員組織公民行為的維度構(gòu)建及基于工作壓力源的影響機(jī)理研究。首先,鑒于組織公民行為這一概念源于企業(yè),論文從企業(yè)領(lǐng)域的視角通過文獻(xiàn)回顧對組織公民行為的思想溯源、概念演進(jìn)等予以梳理�？紤]到國外學(xué)界只是在近20年開始對公務(wù)員組織公民行為有所研究且我國學(xué)者對該領(lǐng)域的研究尚在起步階段并趨于升溫。因此,本文同樣圍繞組織公民行為的概念、維度、影響因素和影響結(jié)果等方面分別對國內(nèi)外公務(wù)員組織公民行為的文獻(xiàn)進(jìn)行梳理、分析并歸納總結(jié)。同時,本文還對公務(wù)員工作壓力源與工作行為之間的關(guān)系進(jìn)行探討,以期推進(jìn)對我國公務(wù)員組織公民行為維度建構(gòu)和影響機(jī)理的后繼研究。其次,基于文獻(xiàn)綜述,本研究根據(jù)公共價值管理理論的指導(dǎo)思想,對傳統(tǒng)組織公民行為的概念進(jìn)行發(fā)展,針對公務(wù)員組織公民行為的概念給予新的界定和理解,此舉意在為后續(xù)公務(wù)員組織公民行為的維度建構(gòu)提供可參考路徑。同時,文章從社會層面、組織層面和個人層面探討了公務(wù)員組織公民行為的價值分析。此外,結(jié)合相關(guān)管理學(xué)理論,論文提出了公務(wù)員組織公民行為建構(gòu)應(yīng)具有的四個取向,即“公益性”、“無縫隙”、“人格化”和“變革型”,而這也將為后文公務(wù)員組織公民行為的維度建構(gòu)提供相關(guān)理論依據(jù)。再次,通過與來自不同地區(qū)和系統(tǒng)的政府部門中不同年齡和職級的公務(wù)員進(jìn)行半結(jié)構(gòu)化訪談并結(jié)合扎根理論(即開放性編碼、關(guān)聯(lián)性編碼和選擇性編碼),本文初步形成了含有35題測項的公務(wù)員組織公民行為初始問卷�？紤]到已有研究方法的不足,本文還通過內(nèi)容分析法以文獻(xiàn)抽樣的方式對第七屆49位全國“人民滿意的公務(wù)員”先進(jìn)事跡進(jìn)行正性職外行為的發(fā)掘和采集,此舉為問卷的合理設(shè)計提供了輔助作用。同時,本文通過探索性因素分析和驗證性因素分析等實(shí)證研究方法,構(gòu)建了由29個題項構(gòu)成的公務(wù)員組織公民行為的測量模型,這為進(jìn)一步打開并廓清公務(wù)員組織公民行為維度的構(gòu)成提供了客觀而清晰的認(rèn)知范式。研究結(jié)果表明,公務(wù)員組織公民行為是由“家庭維護(hù)精神”、“利他奉獻(xiàn)行為”、“創(chuàng)新執(zhí)行行為”、“德行律己行為”、“謙遜禮貌精神”和“自我學(xué)習(xí)行為”六個維度構(gòu)成。然后,論文檢視了基于工作壓力源的公務(wù)員組織公民行為的影響機(jī)理。根據(jù)已有文獻(xiàn)梳理和問卷星在線問卷調(diào)查等方式,本文確定了我國政府公務(wù)員所面臨的最為常見的四種工作壓力源,即工作過載壓力源、上級領(lǐng)導(dǎo)壓力源、人際關(guān)系壓力源和職業(yè)發(fā)展前景壓力源。在此基礎(chǔ)上,本文分別探索并檢驗了(1)直接效應(yīng)假設(shè),即四種不同的工作壓力源對公務(wù)員組織公民行為的影響；(2)中介效應(yīng)假設(shè),即從家庭層面的緊張和工作層面的緊張分別引入“工作-家庭沖突”和“工作抑郁”作為兩個中介變量,探究其在公務(wù)員四種不同的工作壓力源與其組織公民行為之間是否起到中介作用；(3)調(diào)節(jié)效應(yīng)假設(shè),即引入“反芻思維”這個調(diào)節(jié)變量：一是反芻思維在直接效應(yīng)中的調(diào)節(jié)作用,即在自變量(公務(wù)員工作壓力源)與因變量(組織公民行為)中的調(diào)節(jié)；二是反芻思維在間接效應(yīng)中的調(diào)節(jié)作用,即反芻思維調(diào)節(jié)中介效應(yīng)的第一階段,即在自變量(公務(wù)員工作壓力源)與中介變量(工作-家庭沖突或工作抑郁)中的調(diào)節(jié),從而調(diào)節(jié)自變量通過中介變量對結(jié)果變量的間接影響。研究結(jié)果表明：第一,直接效應(yīng)假設(shè)均得到驗證。即四種不同的工作壓力源與公務(wù)員組織公民行為均呈現(xiàn)負(fù)相關(guān)關(guān)系。第二,中介效應(yīng)得到部分驗證。中介效應(yīng)的檢驗結(jié)果表明：一方面,工作-家庭沖突在工作過載、上級領(lǐng)導(dǎo)和人際關(guān)系三個工作壓力源與公務(wù)員組織公民行為之間起部分中介作用,而在職業(yè)發(fā)展前景壓力源與組織公民行為之間起完全中介作用。另一方面,工作抑郁在工作過載和人際關(guān)系兩個工作壓力源與組織公民行為之間起部分中介作用,而在上級領(lǐng)導(dǎo)和職業(yè)發(fā)展前景兩個工作壓力源與組織公民行為之間起到完全中介作用。第三,調(diào)節(jié)效應(yīng)得到部分驗證。調(diào)節(jié)效應(yīng)的檢驗結(jié)構(gòu)表明：在直接效應(yīng)階段,反芻思維在上級領(lǐng)導(dǎo)、職業(yè)發(fā)展前景兩個壓力源與組織公民行為之間起調(diào)節(jié)作用,在人際關(guān)系壓力源與組織公民行為之間起部分調(diào)節(jié)作用,在工作過載壓力源與組織公民行為之間的調(diào)節(jié)作用不明顯。在間接效應(yīng)階段,反芻思維分別在上級領(lǐng)導(dǎo)、人際關(guān)系、職業(yè)發(fā)展前景三個壓力源與工作-家庭沖突之間起調(diào)節(jié)作用,從而分別調(diào)節(jié)上述三個工作壓力源通過工作。家庭沖突這個中介變量對組織公民行為的間接影響；同時,反芻思維還在上級領(lǐng)導(dǎo)、職業(yè)發(fā)展前景兩個壓力源與工作抑郁之間起調(diào)節(jié)作用,從而分別調(diào)節(jié)上述兩個壓力源通過工作抑郁這個中介變量對組織公民行為的間接影響。最后,本文針對公務(wù)員組織公民行為的維度構(gòu)建及基于工作壓力源的公務(wù)員組織公民行為的影響機(jī)理提出了本文的研究結(jié)論、理論貢獻(xiàn)、實(shí)踐意義、管理建議和研究不足。本文以當(dāng)前學(xué)術(shù)研究中較為提倡的規(guī)范與實(shí)證方法構(gòu)建了全新的公務(wù)員組織公民行為維度,以期為我國政府公務(wù)員人力資源管理尤其是公務(wù)員工作行為的優(yōu)化提供相關(guān)借鑒。具體來看,公務(wù)員本人可依照本文所構(gòu)建的組織公民行為六個維度,從個人層面對自身日常工作以及工作行為進(jìn)行自省,并為自我素質(zhì)與道德修養(yǎng)的提升提供參照。同樣,政府可依照組織公民行為的六個維度從組織層面對公務(wù)員的選拔機(jī)制、績效考核以及培訓(xùn)與開發(fā)等關(guān)鍵人力資源管理職能予以優(yōu)化。另外,作為研究啟示的另一重要組成部分,本文認(rèn)為,政府可以從對工作壓力源的合理管理、公務(wù)員緊張狀態(tài)的消除以及公務(wù)員反芻思維的降低這三種途徑進(jìn)行干預(yù),以促進(jìn)其組織公民行為的積極表現(xiàn),為服務(wù)型政府的建設(shè)添磚加瓦。論文研究所作的創(chuàng)新努力主要有：基于中國情境發(fā)展了公務(wù)員組織公民行為的概念及進(jìn)行概念模型的構(gòu)建,并基于此開發(fā)了一套系統(tǒng)化、可測量和本土化的公務(wù)員組織公民行為量表；打開公務(wù)員組織公民行為影響機(jī)理的黑洞,從工作壓力源的視角建立了公務(wù)員組織公民行為的影響機(jī)理；突破了組織公民行為過多地以企業(yè)員工為研究對象的局面,展開多學(xué)科視角、多研究方法的探索。
[Abstract]:Organizational citizenship behavior is not a regular salary system of individual behavior clear and direct regulations and employee performance. This behavior is generally motivated by the members of the organization of the wishes of the individual, which is not required in role behavior, and the formal reward system are not related. Usually, through long time accumulation, this kind of behavior help to improve the performance of the organization. With the reform of the administrative system in China as well as the process of building a service-oriented government continues to accelerate, as the main body of public administration, management and services, an important public management for civil servants to work behavior can no longer confined to the "responsibility", the "responsibility" quality and also play a key role in achieving the goal of service-oriented government, which indicates that the civil service duties should not be rigidly attached to the position in the administrative system reform of our country and the background The contents of the books. Such as "caring organization", "helpful", "innovation", "cultivate one's morality", "interpersonal model", "learning to serve" the duties of behavior should be the quality and ability of civil servants in our country. This is because the government has the responsibility behavior not only the actual job requirements and civil servants have different degrees of associative, help to the improvement of public service and the ability to perform their duties. Therefore, organizational citizenship behavior should be the behavior of our government advocated for civil servants. Organizational citizenship behavior from employees, however, tissue heterogeneity determines the employee organizational citizenship behavior in the civil service and the existence of the business different. Therefore, we need the connotation of organizational citizenship behavior in the civil service and the dimensions of exploration. At the same time, to civil servants, their job stress will affect the public organization The behavior of pay. Compared with enterprise, the pressure from the common civil servants work roles are often not understanding of family members; the work is trivial and various; the interpersonal relationship is more complicated; the civil service system is uncertain. Although the domestic and foreign civil servants are facing some similar work pressure, however, the national culture and the government the cultural differences of alienation of work pressure source of domestic and international civil servants to a certain extent. In our country, the relevant research literatures on civil servants pressure sources of work pressure, many scholars based on the existing literatures and interviews to analyze the collected data, the source of work pressure of civil servants mainly from individual factors, three the level of organizational and environmental factors. Among them, many scholars agree that the source of pressure overload, superior pressure source, the development prospects of occupation pressure The source and the interpersonal relationship pressure source is the main source of work pressure of current our country civil servants face. The main source of work pressure will have an important impact on the organization citizenship behavior of civil servants in China? How to affect? Understanding and answers to these questions, can help to promote the implementation and stimulate organizational citizenship behaviors of the civil servants of the government the development and public value creation. The research based on the construction of the civil servants carried out organizational citizenship behavior dimensions and based on the mechanism of the influence of work stressors. First of all, in view of the concept of organizational citizenship behavior from the enterprise, from the perspective of enterprise in the field of thought through the review of literature on organizational citizenship behavior the concept of evolution to comb. Considering foreign scholars just start in nearly 20 years of civil servants and organizational citizenship behavior on me The research in the field of Chinese scholars is still in its infancy and tends to rise. Therefore, this concept, also around the organizational citizenship behavior dimensions, to sort out the impact factors and results respectively in the aspects of domestic and international civil servants'organizationalcitizenship behavior literature, analysis and summary. At the same time, the paper also carried on the relationship between the work of civil servants the pressure source and work behavior study, promote the subsequent study of the mechanism of China's civil service organizational citizenship behavior and influence to dimension in the construction period. Secondly, based on the literature review, this study according to the guiding ideology of public value management theory, the concept of the traditional organizational citizenship behavior development, give the definition and understanding of the new concept of organization for civil servants citizenship behavior, a move intended to construct for civil servants organizational citizenship behavior dimensions can provide reference path. At the same time, from the social level, organization level And the individual level of analysis of organizational citizenship behavior in the civil service value. In addition, combining relevant management theory, the thesis put forward four orientations of organizational citizenship behavior in the civil service construction should have, namely "public welfare", "seamless", "personality" and "transformational", which will later the dimensions of organizational citizenship behavior in the civil service construction to provide relevant theoretical basis. Thirdly, through and from different areas and systems in government departments at different ages and ranks semi-structured interview combined with grounded theory (i.e. open coding, correlation encoding and selective encoding), the paper contains 35 test items civil service organizational citizenship behavior of the initial questionnaire. Considering the shortcomings of the existing research methods, this paper also takes the literature method sampling of the seventh session of the 49 National People "with official through content analysis "The deeds are off the job behavior of excavation and collection, the move provides auxiliary role for the rational design of the questionnaire. At the same time, this paper explores the empirical research methods of factor analysis and confirmatory factor analysis, constructing measurement model which consists of 29 items of civil servants organizational citizenship behavior, this is further open and clearance dimensions of organizational citizenship behavior in the civil service provides objective and clear cognitive paradigm. The results show that the organizational citizenship behavior in the civil service by the" family maintenance spirit "," dedication behavior "," innovation execution behavior "," moral self-discipline behavior "," a courteous spirit "and" self learning behavior "six dimensions. Then the paper examines the mechanism of the influence of organizational citizenship behavior. Based on the source of work pressure according to the existing literature review and questionnaire Star online questionnaire adjustment Check, this paper identifies the four most common sources of work pressure for civil servants in our country facing the government, namely the work overload pressure source, superior pressure source, pressure source source and development prospect of occupation pressure relationships. On this basis, this paper explore and examine (1) the direct effect hypothesis, influence four different sources of work pressure on organizational citizenship behavior in the civil service; (2) the mediating effect hypothesis, namely from the family level of tension and tension were introduced to the working level "work family conflict" and "work depression" as the two one mediating variable to explore whether it plays an intermediary role between the four kinds of civil servants different job stressors and organizational citizenship behavior; (3) effect hypothesis, namely the introduction of "ruminant thinking" this variable: one is the role of rumination in the direct effect, namely in the independent variable (official Work pressure source) and dependent variable (organizational citizenship behavior) in two regulation; regulatory role of rumination in the indirect effect, namely rumination regulating the mediating effect of the first stage, namely in the independent variable (civil servants) and intermediary variables (work family conflict and work in regulation, depression) to regulate the indirect effects of variables through the intermediary variables on the dependent variables. The results show that: first, the direct effect of assumptions have been verified. The four kinds of civil servants job stressors and organizational citizenship behavior are negatively related. Second, the mediating effect has been proved. The mediating effect test results show that: on the one hand, work family conflict in work overload, the part of the intermediary role between the superior leadership and interpersonal relationship three work stressors and organizational citizenship behavior in the civil service, and the development prospect of occupation pressure Mediating effect between the source and the organizational citizenship behavior. On the other hand, work depression plays a partial mediating role between job overload and interpersonal relationship two work stressors and organizational citizenship behavior, and play a completely mediating role between superiors and occupation development prospects two work stressors and organizational citizenship behavior. Third that adjustment effect has been proved. That structure adjustment effect of test: in the direct effect of rumination on stage, superior leadership, between the development prospects of two occupation stressors and organizational citizenship behavior play a regulatory role in the interpersonal, play some regulatory role between stressors and organizational citizenship behavior, regulate the relationship between work pressure overload the source and the organizational citizenship behavior is not obvious. In the indirect effect, rumination were interpersonal relationship, in the superior leadership, the development prospects of the three stressors and job occupation Family conflict between the moderating effect, so as to respectively regulate the above three work pressure source through work. The indirect effects of family conflict variables on organizational citizenship behavior; at the same time, rumination still superior leadership, between the two stressors and job prospects of occupation depression play a regulatory role, thereby regulating the two pressure source respectively. Through the work of the depression variables on organizational citizenship behavior of the indirect effects. Finally, according to the official organizational citizenship behavior dimensions to build the mechanism and effect of organizational citizenship behavior in the civil service work pressure sources based on the conclusion, this paper puts forward theoretical contributions, practical significance, management recommendations and research. Based on the current academic research is advocated in the normative and empirical methods to build the new dimensions of organizational citizenship behavior in the civil service, in order to government officials in China Resource management especially to provide relevant reference to optimize the civil servants behavior. Specifically, we can construct civil servants according to this six dimensions of OCB, introspection with their daily work and work behavior from the individual level, and provide a reference for the self quality and moral improvement. Similarly, the government in accordance with the six the dimensions of organizational citizenship behavior from the level of civil servants selection mechanism, performance appraisal, training and development of the key functions of human resource management to be optimized. In addition, as the research revealed another important part of the government from the rational management of job stressors, stress and reduce the elimination of civil servants rumination of these three kinds of ways to intervene actively in order to promote the performance of organizational citizenship behavior, for the construction of service-oriented government and add brick Watts. Innovation research efforts are mainly based on the concept of the civil service China development situation of organizational citizenship behavior and construction of the conceptual model, and based on the development of a systematic, measurable and local civil servants organizational citizenship behavior scale; open the civil service organizational citizenship behavior influence mechanism of black hole the influence mechanism of organizational citizenship behavior in the civil service from the perspective of job stressors was established; the breakthrough of organizational citizenship behavior over employees as the research object of the situation, launched a multidisciplinary perspective, to explore the research methods.

【學(xué)位授予單位】：華東師范大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2016
【分類號】：D035.2
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本文編號：1355881