工作不安全感、組織承諾與工作績(jī)效關(guān)系研究
發(fā)布時(shí)間：2019-04-23 22:31
【摘要】：在激烈的市場(chǎng)競(jìng)爭(zhēng)中,企業(yè)變革的腳步加快,業(yè)務(wù)的更新、組織結(jié)構(gòu)的調(diào)整和人員的裁減成為常態(tài),導(dǎo)致員工的工作壓力與日激增,由此產(chǎn)生了工作不安全感。目前,在學(xué)術(shù)界,對(duì)工作不安全感結(jié)果變量的研究比較散亂,對(duì)工作不安全感與工作績(jī)效關(guān)系的研究結(jié)論也不一致。那么,工作不安全感對(duì)工作績(jī)效究竟有何影響?又是通過(guò)何種機(jī)制產(chǎn)生影響的?本研究在對(duì)相關(guān)理論和文獻(xiàn)進(jìn)行回顧總結(jié)的基礎(chǔ)上,將工作不安全感劃分為工作數(shù)量不安全感、工作質(zhì)量不安全感,引入組織承諾作為中介變量和調(diào)節(jié)變量,將組織承諾劃分為理性承諾與感性承諾,建立了工作不安全感、組織承諾和工作績(jī)效關(guān)系的研究假設(shè),提出了理論模型。本文將中信銀行某分行作為調(diào)查樣本發(fā)放調(diào)查問(wèn)卷,繼而搜集到第一手信息,充分運(yùn)用spss數(shù)據(jù)分析軟件的信度效度、描述性統(tǒng)計(jì)、回歸分析三種分析方式,討論模型影響效果,確立了各變量之間的影響關(guān)系。本研究得出的主要結(jié)論如下:第一,不同人口學(xué)特征的員工在工作不安全感方面存在差異。第二,工作不安全感與工作績(jī)效存在負(fù)相關(guān)。工作數(shù)量不安全感與工作績(jī)效負(fù)相關(guān),工作質(zhì)量不安全感與工作績(jī)效負(fù)相關(guān)。第三,工作不安全感與組織承諾負(fù)相關(guān)。工作數(shù)量不安全感、質(zhì)量不安全感與感性承諾、理性承諾均存在負(fù)相關(guān)關(guān)系。第四,感性承諾在工作不安全感對(duì)工作績(jī)效的影響中起中介作用。最后,本文從降低員工工作不安全感、增強(qiáng)組織承諾與員工工作績(jī)效的角度出發(fā),對(duì)整個(gè)銀行業(yè)提升員工工作績(jī)效與管理實(shí)踐提出了改進(jìn)建議。
[Abstract]:In the fierce market competition, the pace of enterprise reform is speeding up, business renewal, organizational structure adjustment and personnel reduction become the norm, resulting in the employees' work pressure and daily surge, resulting in job non-sense of security. At present, in academic circles, the research on job non-sense of security outcome variables is rather scattered, and the research conclusions on the relationship between job non-sense of security and job performance are not consistent. So, what is the impact of job-not-sense of security on job performance? And through what mechanisms do they have an impact? On the basis of reviewing the relevant theories and literature, this study divides job insecurity into job quantity insecurity and work quality not sense of security, and introduces organizational commitment as intermediary variable and adjustment variable. This paper divides organizational commitment into rational commitment and perceptual commitment, establishes the research hypotheses of the relationship between job non-sense of security, organizational commitment and job performance, and puts forward a theoretical model. In this paper, a branch of CITIC Bank is used as a sample to issue questionnaires, and then first-hand information is collected. The reliability and validity of spss data analysis software, descriptive statistics and regression analysis are used to discuss the effect of the model. The influence relationship among the variables is established. The main conclusions of this study are as follows: first, there are differences in job non-sense of security among employees with different demography characteristics. Second, there is a negative correlation between job non-sense of security and job performance. Job quantity insecurity was negatively correlated with job performance, and job quality was negatively related to job performance. Third, work not sense of security is negatively related to organizational commitment. Job quantity insecurity, quality non-sense of security and emotional commitment, rational commitment have a negative correlation. Fourth, emotional commitment plays an intermediary role in the impact of job non-sense of security on job performance. Finally, from the point of view of reducing the sense of security of employees and enhancing the organizational commitment and the performance of employees, this paper puts forward some suggestions to improve the performance and management practice of employees in the whole banking industry.
【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92
本文編號(hào)：2463857
[Abstract]:In the fierce market competition, the pace of enterprise reform is speeding up, business renewal, organizational structure adjustment and personnel reduction become the norm, resulting in the employees' work pressure and daily surge, resulting in job non-sense of security. At present, in academic circles, the research on job non-sense of security outcome variables is rather scattered, and the research conclusions on the relationship between job non-sense of security and job performance are not consistent. So, what is the impact of job-not-sense of security on job performance? And through what mechanisms do they have an impact? On the basis of reviewing the relevant theories and literature, this study divides job insecurity into job quantity insecurity and work quality not sense of security, and introduces organizational commitment as intermediary variable and adjustment variable. This paper divides organizational commitment into rational commitment and perceptual commitment, establishes the research hypotheses of the relationship between job non-sense of security, organizational commitment and job performance, and puts forward a theoretical model. In this paper, a branch of CITIC Bank is used as a sample to issue questionnaires, and then first-hand information is collected. The reliability and validity of spss data analysis software, descriptive statistics and regression analysis are used to discuss the effect of the model. The influence relationship among the variables is established. The main conclusions of this study are as follows: first, there are differences in job non-sense of security among employees with different demography characteristics. Second, there is a negative correlation between job non-sense of security and job performance. Job quantity insecurity was negatively correlated with job performance, and job quality was negatively related to job performance. Third, work not sense of security is negatively related to organizational commitment. Job quantity insecurity, quality non-sense of security and emotional commitment, rational commitment have a negative correlation. Fourth, emotional commitment plays an intermediary role in the impact of job non-sense of security on job performance. Finally, from the point of view of reducing the sense of security of employees and enhancing the organizational commitment and the performance of employees, this paper puts forward some suggestions to improve the performance and management practice of employees in the whole banking industry.
【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92
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