本文選題：工作幸福感 + 組織承諾��； 參考：《北京郵電大學(xué)》2017年碩士論文

【摘要】：隨著信息技術(shù)的飛速發(fā)展,創(chuàng)新已經(jīng)成為一個(gè)企業(yè)獲得持續(xù)發(fā)展的根本動(dòng)力,創(chuàng)新水平成為衡量一個(gè)企業(yè)前景如何的關(guān)鍵指標(biāo)。然而企業(yè)的創(chuàng)新水平的高低主要取決于員工創(chuàng)新績效的高低。目前對員工創(chuàng)新績效的研究,學(xué)者們大多從組織層面或系統(tǒng)層面進(jìn)行研究,較少從個(gè)體層面進(jìn)行研究,本研究就將從個(gè)體層面研究影響員工創(chuàng)新績效的因素,并對如何提高員工創(chuàng)新績效提出意見和建議。本研究通過綜述工作幸福感、組織承諾與員工創(chuàng)新績效三方面的理論,構(gòu)建了一個(gè)基本研究框架,此研究框架以“工作幸福感”為自變量,“組織承諾”為中介變量,“員工創(chuàng)新績效”為因變量,在這個(gè)研究框架中,工作幸福感的維度包括工作價(jià)值、人際關(guān)系、發(fā)展前景、福利待遇、環(huán)境駕馭、自我接受、自主性。組織承諾包括情感承諾、持續(xù)承諾和規(guī)范承諾三個(gè)維度,在這些維度的基礎(chǔ)上提出了相應(yīng)的研究假設(shè),共計(jì)23個(gè)。然后確立了本研究的總體框架。運(yùn)用信度檢驗(yàn)、效度檢驗(yàn)、因子分析、相關(guān)分析、回歸分析等統(tǒng)計(jì)方法進(jìn)行數(shù)據(jù)分析,經(jīng)過實(shí)證分析,得到以下結(jié)論:1、工作幸福感對組織承諾有顯著正向影響作用。2、工作幸福感對員工創(chuàng)新績效有顯著正向影響作用。3、組織承諾對員工創(chuàng)新績效有顯著正向影響作用。4、組織承諾在工作幸福感對員工創(chuàng)新績效的影響中起部分中介作用。情感承諾、規(guī)范承諾在工作幸福感對員工創(chuàng)新績效的影響中起部分中介作用。5、持續(xù)承諾在工作幸福感對員工創(chuàng)新績效的影響中沒有起到中介作用�；谏鲜鲅芯拷Y(jié)論,本文從組織角度和個(gè)人角度提出提升員工創(chuàng)新績效的對策建議。
[Abstract]:With the rapid development of information technology, innovation has become the fundamental driving force for an enterprise to achieve sustainable development, and the level of innovation has become the key index to measure the future of an enterprise. However, the innovation level of enterprises mainly depends on the innovation performance of employees. At present, most of the researches on employee innovation performance are carried out from the organizational level or the system level, and less from the individual level. This study will study the factors that affect the employee innovation performance from the individual level. And how to improve employee innovation performance advice and suggestions. By summarizing the theories of job well being, organizational commitment and employee innovation performance, this study constructs a basic research framework, which takes "job well being" as independent variable and "organizational commitment" as intermediary variable. In this research framework, the dimensions of job well being include work value, interpersonal relationship, development prospect, welfare treatment, environment control, self-acceptance and autonomy. Organizational commitment includes three dimensions: affective commitment, persistent commitment and normative commitment. On the basis of these dimensions, the corresponding research hypotheses are put forward, totalling 23. Then the overall framework of this study is established. Using reliability test, validity test, factor analysis, correlation analysis, regression analysis and other statistical methods to carry out data analysis, after empirical analysis, The following conclusions are as follows: 1. Job well being has significant positive effect on organizational commitment, job well being has significant positive influence on employee's innovation performance .3. organizational commitment has significant positive influence on employee's innovation performance. Organizational commitment plays an intermediary role in the impact of job well-being on employee innovation performance. Emotional commitment, normative commitment plays a part of intermediary role in the impact of job well-being on employees' innovation performance, and continuing commitment does not play an intermediary role in the impact of job well-being on employees' innovation performance. Based on the above conclusions, this paper puts forward countermeasures and suggestions to improve employee innovation performance from the perspective of organization and individual.
【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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