本文關鍵詞：企業(yè)員工心理資本對組織公民行為的影響機制研究　出處：《貴州師范大學》2017年碩士論文　論文類型：學位論文

  更多相關文章： 心理資本 組織支持感 反饋尋求行為 組織公民行為

【摘要】：對于正處于轉型升級期的我國企業(yè)而言,資金、技術和物質(zhì)資源是企業(yè)生存的重要組成部分,而我國企業(yè)所擁有的無限的人力資源尚未得以充分開發(fā)。企業(yè)管理者也深刻認識到“人”已逐漸成為企業(yè)獲取競爭優(yōu)勢的核心因素,而心理資本的研究為企業(yè)管理“人”提供新的視角。因此,如何有效的管理員工的心理資本,擴大心理資本對企業(yè)核心競爭力的影響,已成為學術界與實務界迫切解決的重要問題。所以,在這一背景下,基于組織支持感和反饋尋求行為的視角,以企業(yè)員工為研究對象,圍繞“員工心理資本與組織公民行為關系”這一主線加以跨界整合研究,為企業(yè)建立積極能量的人力資源管理模式尋求一定的理論支持。通過對已有研究的分析討論,總結出心理資本的定義和特點,并參考相關文獻編制了具有較高信效度的員工心理資本問卷,基于此,再根據(jù)以往的研究提出相應的假設,并利用自編的員工心理資本問卷與已有的組織支持感問卷、反饋尋求行為問卷和組織公民行為問卷探討其中的關系,同時,還從內(nèi)隱心理資本的新視角對員工組織支持感、反饋尋求行為和組織公民行為進行研究。研究的主要結論:(1)通過探索性分析和驗證性分析確定了員工心理資本問卷由樂觀、自信、希望和韌性四個維度構成,其信效度良好;(2)員工心理資本總體及其各子維度與組織支持感、反饋尋求行為和組織公民行為之間都存在正向的相關;(3)員工心理資本總體及其樂觀、自信、希望和韌性維度與組織支持感、反饋尋求行為均能一定程度預測組織公民行為;(4)組織支持感在員工心理資本與反饋尋求行為之間起到部分中介作用;(5)反饋尋求行為在員工心理資本與組織公民行為之間起到部分中介作用;(6)內(nèi)隱心理資本與組織支持感、反饋尋求行為和組織公民行為存在正向的相關;(7)積極/消極情景下的內(nèi)隱心理資本均能一定程度預測組織支持感、反饋尋求行為和組織公民行為。基于此,研究表明員工心理資本、組織支持感、反饋尋求行為和組織公民行為四者之間是緊密聯(lián)系的,同時研究結論也豐富和擴展了心理資本的理論與實證研究,并且企業(yè)員工本身就具有文化特殊性和群體差異性,因此,企業(yè)倡導積極導向的管理模式來開發(fā)和有效管理員工心理資本,進而挖掘個體的積極力量,從而提升企業(yè)的競爭優(yōu)勢。
[Abstract]:For Chinese enterprises in the period of transformation and upgrading, capital, technology and material resources are an important part of the survival of enterprises. However, the unlimited human resources possessed by Chinese enterprises have not yet been fully developed, and the managers of enterprises have also realized that "people" has gradually become the core factor for enterprises to obtain competitive advantages. Therefore, how to effectively manage the psychological capital of employees, expand the impact of psychological capital on the core competitiveness of enterprises. Therefore, under this background, based on the perspective of organizational support and feedback seeking behavior, enterprise employees are the object of study. Focusing on the relationship between employee psychological capital and organizational citizenship behavior, this paper studies the cross-border integration of the relationship between employee psychological capital and organizational citizenship behavior. To establish a positive energy of human resources management model for enterprises to seek certain theoretical support. Through the analysis of existing research, summed up the definition and characteristics of psychological capital. And referring to the relevant literature to compile a high reliability and validity of the staff psychological capital questionnaire, based on this, and then according to previous studies put forward the corresponding assumptions. At the same time, the relationship between employee psychological capital questionnaire and existing organizational support questionnaire, feedback seeking behavior questionnaire and organizational citizenship behavior questionnaire was discussed. Also from the new perspective of implicit psychological capital to staff organizational support. Research on feedback seeking behavior and organizational Citizenship behavior. The main conclusion of the study is: 1) through exploratory analysis and confirmatory analysis, the questionnaire of employee psychological capital is determined by optimism and self-confidence. The four dimensions of hope and toughness have good reliability and validity; 2) there is a positive correlation between the total psychological capital of employees and their sub-dimensions and organizational support, feedback seeking behavior and organizational citizenship behavior; 3) the overall psychological capital of employees and their optimism, self-confidence, hope and resilience, organizational support, feedback seeking behavior can predict organizational citizenship behavior to a certain extent; (4) organizational support plays an intermediary role between psychological capital and feedback seeking behavior; 5) feedback seeking behavior plays a part of intermediary role between employees' psychological capital and organizational citizenship behavior; (6) there is a positive correlation between implicit psychological capital and organizational support, feedback seeking behavior and organizational citizenship behavior. 7) implicit psychological capital can predict organizational support, feedback seeking behavior and organizational citizenship behavior to a certain extent. Based on this, the study shows that employees' psychological capital and organizational support sense. Feedback seeking behavior and organizational citizenship behavior are closely related to each other. At the same time, the conclusions enrich and expand the theoretical and empirical research on psychological capital. And the enterprise staff itself has the cultural particularity and the group difference, therefore, the enterprise advocates the positive direction management pattern to develop and the effective management staff psychological capital, then excavates the individual positive strength. In order to enhance the competitive advantage of enterprises.
【學位授予單位】：貴州師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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