【摘要】：職業(yè)經(jīng)理人是企業(yè)適應(yīng)現(xiàn)代化發(fā)展要求,實現(xiàn)科學(xué)管理的核心因素。對于國有企業(yè)而言,通過引進職業(yè)經(jīng)理人幫助企業(yè)實現(xiàn)現(xiàn)代化改革是必須采取的方法。規(guī)范的職業(yè)經(jīng)理人制度是吸引優(yōu)秀職業(yè)經(jīng)理人才的根本,但是企業(yè)及學(xué)術(shù)界對此概念尚無清晰的解讀。因此,本文從職業(yè)經(jīng)理人概念的內(nèi)涵出發(fā),結(jié)合現(xiàn)有學(xué)者對職業(yè)經(jīng)理人制度的理解,更加清晰的界定職業(yè)經(jīng)理人制度實踐概念定義。企業(yè)在實施職業(yè)經(jīng)理人制度的過程中具體采取的措施就是職業(yè)經(jīng)理人制度實踐,對這一概念學(xué)術(shù)界目前缺乏整體性研究。尚無文獻可以清楚地回答職業(yè)經(jīng)理人制度實踐與企業(yè)績效的關(guān)系,本文將通過實證分析進行探究,并且驗證組織承諾是否在二者關(guān)系中起到中介作用。本文首先通過對國內(nèi)外相關(guān)文獻進行梳理,提出了職業(yè)經(jīng)理人制度實踐、組織承諾、企業(yè)績效三者之間的關(guān)系假設(shè),并依據(jù)假設(shè)構(gòu)建研究模型。由于學(xué)術(shù)界缺少成熟問卷用來測量職業(yè)經(jīng)理人制度實踐這一概念,因此本文自主開發(fā)職業(yè)經(jīng)理人制度實踐問卷。首先通過梳理現(xiàn)有文獻,提煉典型題項,邀請專家進行篩選,并對題項表述進行修正,形成職業(yè)經(jīng)理人制度實踐問卷初稿。然后,通過小樣本預(yù)測試,對題項的內(nèi)容結(jié)構(gòu)、表述的易讀性、清晰度等方面進行修改和調(diào)整。最后,經(jīng)過信效度檢驗,確定該問卷由8個維度,35個題項組成。本文采用成熟問卷來測量組織承諾與企業(yè)績效,調(diào)查樣本選取中國大連高級經(jīng)理學(xué)院的249名國有企業(yè)中高層管理者。借助統(tǒng)計分析工具SPSS17.0和Amos17.0對數(shù)據(jù)進行信度、效度檢驗,相關(guān)分析和回歸分析。最終得出如下結(jié)論：(1)職業(yè)經(jīng)理人制度實踐與組織承諾正相關(guān)。其中,職業(yè)經(jīng)理人制度實踐前提、選聘制度實踐、培養(yǎng)制度實踐、激勵制度實踐、內(nèi)部流動制度實踐與情感承諾正相關(guān)；培養(yǎng)制度實踐、約束制度實踐、內(nèi)部流動制度實踐與持續(xù)承諾正相關(guān)。(2)職業(yè)經(jīng)理人制度實踐與企業(yè)績效正相關(guān)。其中,職業(yè)經(jīng)理人制度前提、選聘制度實踐、培養(yǎng)制度實踐、激勵制度實踐、約束制度實踐、內(nèi)部流動制度實踐均與企業(yè)績效正相關(guān)。(3)情感承諾、持續(xù)承諾與企業(yè)績效正相關(guān)。(4)組織承諾在職業(yè)經(jīng)理人制度實踐與企業(yè)績效之間起到部分中介的作用。(5)不同個體特征(性別、年齡、工齡)和組織特征(職位種類、行業(yè)、公司規(guī)模)在職業(yè)經(jīng)理人制度實踐、組織承諾、企業(yè)績效三者關(guān)系中起調(diào)節(jié)作用。
[Abstract]:Professional manager is the core factor for enterprises to adapt to the requirements of modern development and realize scientific management. For state-owned enterprises, it is necessary to introduce professional managers to help enterprises achieve modernization reform. The standardized professional manager system is the foundation to attract excellent professional managers, but there is no clear interpretation of this concept in enterprises and academia. Therefore, starting from the connotation of the concept of professional manager, combined with the understanding of professional manager system by existing scholars, this paper defines the concept of professional manager system practice more clearly. The concrete measure taken by enterprises in the process of implementing professional manager system is the practice of professional manager system, and there is a lack of holistic research on this concept in academic circles at present. There is no literature to clearly answer the relationship between professional manager system practice and corporate performance. This paper will explore through empirical analysis and verify whether organizational commitment plays an intermediary role in the relationship between the two. Firstly, by combing the relevant literature at home and abroad, this paper puts forward the hypothesis of the relationship among professional manager system practice, organizational commitment and enterprise performance, and constructs a research model according to the hypothesis. Due to the lack of mature questionnaires to measure the concept of professional manager system practice, this paper independently develops the professional manager system practice questionnaire. First of all, by combing the existing literature, refining typical items, inviting experts to screen, and revising the description of the items, the first draft of the professional manager system practice questionnaire is formed. Then, through the small sample pre-test, the content structure of the item, the readability and clarity of the expression are modified and adjusted. Finally, through the reliability and validity test, it is determined that the questionnaire is composed of 8 dimensions and 35 items. In this paper, the mature questionnaire was used to measure organizational commitment and enterprise performance, and 249 middle and senior managers of state-owned enterprises in Dalian Senior Manager College, China were selected. With the help of statistical analysis tools SPSS17.0 and Amos17.0, the reliability, validity, correlation analysis and regression analysis of the data were tested. Finally, the following conclusions are drawn: (1) the practice of professional manager system is positively related to organizational commitment. Among them, the premise of professional manager system practice, the practice of selection and employment system, the practice of training system, the practice of incentive system, the practice of internal flow system and emotional commitment are positively related to the practice of professional manager system. There is a positive correlation between the practice of training system, the practice of restraint system and the practice of internal flow system and continuous commitment. (2) the practice of professional manager system is positively correlated with enterprise performance. Among them, the premise of professional manager system, the practice of selection and employment system, the practice of training system, the practice of incentive system, the practice of restraint system and the practice of internal flow system are all positively related to the performance of enterprises. (3) emotional commitment, Continuous commitment is positively related to corporate performance. (4) organizational commitment acts as a partial intermediary between the practice of professional manager system and corporate performance. (5) different individual characteristics (gender, age, length of service) and organizational characteristics (type of position, Industry, company size) plays a regulatory role in the practice of professional manager system, organizational commitment and enterprise performance.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92;F276.1

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