本文選題：內(nèi)疚傾向　切入點(diǎn)：工作績效　出處：《哈爾濱工業(yè)大學(xué)》2017年碩士論文

【摘要】：當(dāng)前企業(yè)之間的競爭愈發(fā)激烈,要讓企業(yè)保持優(yōu)勢,學(xué)會選擇人才和識別人才發(fā)揮著重要的作用。來源自心理學(xué)的內(nèi)疚是一種負(fù)面情緒,最近研究顯示它可以帶來積極作用,在工作場所中具有內(nèi)疚傾向的員工是更愿意為組織付出的好員工。那么具有內(nèi)疚傾向的員工能帶來更多的工作績效嗎?他是通過什么方式能提高工作績效呢?對于在不同環(huán)境中的個體,個人的內(nèi)疚傾向特質(zhì)對工作績效的影響是否會不同?為了回答上述問題,本研究在回顧了認(rèn)知資源理論和注意的資源理論的基礎(chǔ)上,從關(guān)注員工個體在不同類型的工作環(huán)境下能表現(xiàn)出自己最好的績效水平的角度出發(fā),構(gòu)建了員工內(nèi)疚傾向影響工作績效的研究理論框架。本研究基于理論進(jìn)行推論提出了一系列研究假設(shè),包括員工內(nèi)疚傾向影響工作績效的直接效應(yīng);揭示工作投入在內(nèi)疚傾向影響工作績效的中介機(jī)制;分析不同環(huán)境下內(nèi)疚傾向影響工作績效程度的區(qū)別,工作壓力的調(diào)節(jié)作用。本文為了驗(yàn)證研究假設(shè),采用發(fā)放問卷的形式進(jìn)行實(shí)證分析。向不同企業(yè)的員工發(fā)放電子問卷,共回收有效問卷319份。運(yùn)用SPSS和AMOS對量表進(jìn)行檢驗(yàn),結(jié)果顯示量表具有良好的的信度、效度,保證了數(shù)據(jù)的有效性。然后運(yùn)用回歸分析的統(tǒng)計方法檢驗(yàn)本文的研究假設(shè)。實(shí)證研究結(jié)果揭示了員工內(nèi)疚傾向與工作績效之間的關(guān)系。實(shí)證分析表明:員工內(nèi)疚傾向正向且顯著影響工作績效;員工內(nèi)疚傾向是通過工作投入這一機(jī)制影響工作績效;當(dāng)員工處在工作壓力較高的環(huán)境中,員工內(nèi)疚傾向正向影響工作績效的關(guān)系減弱,而當(dāng)員工處在工作壓力較低的環(huán)境中,員工內(nèi)疚傾向正向影響工作績效的關(guān)系增強(qiáng)。因此,為了給企業(yè)帶來最大的效益,管理者一方面要會選擇員工,一方面要會把不同的員工放在適合的崗位上。根據(jù)本研究的實(shí)證分析結(jié)果,企業(yè)的管理者可以通過在招聘、晉升環(huán)節(jié)注重員工內(nèi)疚傾向品質(zhì)、合理管理員工內(nèi)疚情緒、提高工作環(huán)境與員工匹配度和引導(dǎo)員工合理分配認(rèn)知資源等多項(xiàng)實(shí)踐管理策略來促進(jìn)員工工作績效的有效提升,具有較強(qiáng)的理論意義和實(shí)際意義。
[Abstract]:The competition between enterprises is becoming more and more intense. To keep enterprises in a good position and learn to choose and identify talents, they play an important role. Guilt from psychology is a kind of negative emotion, and recent research shows that it can bring positive effects. Employees with guilt tendencies in the workplace are good employees who are more willing to pay for the organization. Can guilty employees bring more job performance? How can he improve his performance? For individuals in different environments, will the impact of individual guilt traits on job performance be different? In order to answer the above questions, based on the review of cognitive resource theory and attentional resource theory, this study focuses on the best performance level of individual employees in different working environments. The theoretical framework of the research on the influence of employee guilt tendency on job performance is constructed. A series of research hypotheses are put forward based on the theoretical inference, including the direct effect of employee guilt tendency on job performance. In order to verify the hypothesis, this paper reveals the mediating mechanism that work commitment affects job performance in guilt tendency, analyzes the difference of guilt tendency influencing work performance in different environments, and the regulating effect of job stress. The questionnaire was issued to employees in different enterprises, and 319 valid questionnaires were collected. SPSS and AMOS were used to test the scale. The results showed that the scale had good reliability and validity. The validity of the data is ensured. Then the statistical method of regression analysis is used to test the hypothesis of this paper. The empirical results reveal the relationship between employee guilt tendency and work performance. The empirical analysis shows that: employee guilt. Positive tendency and significant influence on job performance; Employee guilt tendency affects job performance through the work commitment mechanism. When the employee is in a high work stress environment, the relationship between the employee guilt tendency and the work performance is weakened, while when the employee is in a low work stress environment, the relationship between the employee guilt tendency and the work performance is weakened. In order to bring the most benefits to the enterprise, managers should, on the one hand, choose employees. On the one hand, different employees should be placed in suitable positions. According to the empirical analysis results of this study, managers of enterprises can pay attention to the quality of employees' guilt tendency in recruitment and promotion, and reasonably manage their guilt feelings. It is of great theoretical and practical significance to improve the matching degree between the working environment and the staff and to guide the staff to allocate cognitive resources reasonably to promote the effective improvement of the employee's work performance.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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