發(fā)布時(shí)間：2018-03-10 22:48

  本文選題：基層員工　切入點(diǎn)：組織支持感　出處：《華南理工大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著國(guó)內(nèi)市場(chǎng)進(jìn)一步發(fā)展,企業(yè)面臨全方位多層次的人才競(jìng)爭(zhēng),以人才爭(zhēng)奪為核心的競(jìng)爭(zhēng)進(jìn)一步加劇。面對(duì)如此嚴(yán)峻形勢(shì),企業(yè)如何留住人才,更好地發(fā)揮他們的能動(dòng)性,已成為當(dāng)前必須解決的難題。因此,研究基層員工工作滿意度及其影響因素提高工作績(jī)效,讓企業(yè)形成具有可持續(xù)發(fā)展競(jìng)爭(zhēng)力是很有必要。本研究旨在從工作價(jià)值觀層面來探索基層員工的組織支持感、工作滿意度和工作績(jī)效之間的關(guān)系。首先研究回顧基層員工的發(fā)展歷程,通過國(guó)內(nèi)外文獻(xiàn)閱讀對(duì)相關(guān)研究變量的定義和維度測(cè)量有初步的了解及認(rèn)知。其次在明確理論研究基礎(chǔ)上,對(duì)此進(jìn)行綜述,發(fā)現(xiàn)現(xiàn)有的研究多集中在探討如組織職業(yè)生涯管理、組織支持感、組織公平感等對(duì)員工工作滿意度的影響作用,缺少?gòu)淖兞咳绻ぷ鲀r(jià)值觀對(duì)工作滿意度進(jìn)行研究。此外,工作滿意度和工作績(jī)效的關(guān)系也有待進(jìn)一步的深入探討。接著,梳理推導(dǎo)提出相應(yīng)的研究假設(shè),形成研究模型即探討組織支持感對(duì)工作滿意度、工作績(jī)效的影響,并討論個(gè)體員工工作價(jià)值觀的調(diào)節(jié)作用和工作滿意度的中介作用,為后面的實(shí)證研究部分提供相應(yīng)的理論基礎(chǔ)。本研究通過問卷調(diào)查了A公司425個(gè)基層員工得到研究樣本,運(yùn)用SPSS 17.0和Amos 7.0數(shù)據(jù)分析軟件進(jìn)行數(shù)據(jù)分析以驗(yàn)證假設(shè)結(jié)構(gòu)方程模型。研究結(jié)果顯示:基層員工的組織支持感對(duì)工作滿意度和工作績(jī)效具有顯著的正向影響;基層員工的工作價(jià)值觀各個(gè)維度對(duì)組織支持感與工作滿意度之間的關(guān)系具有顯著的不同調(diào)節(jié)作用;基層員工的工作滿意度在組織支持感與工作績(jī)效之間的關(guān)系中起著顯著的部分中介作用�；谏鲜鼋Y(jié)論,本研究提出改善基層員工組織支持感和工作價(jià)值觀,提高工作滿意度和工作績(jī)效的建議。本研究認(rèn)為提高員工滿意度進(jìn)而提升工作績(jī)效應(yīng)從組織感知和個(gè)體兩大因素來討論,特別需要關(guān)注員工組織支持感感知的差異性,其次還應(yīng)該考慮到其個(gè)體價(jià)值觀因素差異。本研究在一定程度上豐富和發(fā)展了人力資源管理在組織感知和個(gè)體因素相結(jié)合的觀點(diǎn)。
[Abstract]:With the further development of the domestic market, enterprises are facing all-round and multi-level talent competition, and the competition with talent as the core is further intensified. In the face of such a severe situation, how can enterprises retain talented people and give better play to their initiative? It has become a difficult problem that must be solved at present. Therefore, it is necessary to study the job satisfaction of grass-roots employees and its influencing factors to improve job performance. It is necessary for enterprises to form sustainable development competitiveness. The purpose of this study is to explore the sense of organizational support of grass-roots employees from the perspective of work values. The relationship between job satisfaction and job performance. Through literature reading at home and abroad, there is a preliminary understanding and cognition of the definition and dimension measurement of relevant research variables. Secondly, on the basis of clear theoretical research, it is found that most of the existing studies are focused on organizational career management. The impact of organizational support and organizational fairness on employee job satisfaction is not studied from variables such as job values. The relationship between job satisfaction and job performance also needs to be further discussed. Then, the corresponding research hypotheses are deduced, and the research model is formed to explore the influence of organizational support on job satisfaction and job performance. It also discusses the moderating role of individual employees' work values and the intermediary role of job satisfaction, which provides the corresponding theoretical basis for the later empirical research. The data analysis software SPSS 17.0 and Amos 7.0 was used to verify the hypothetical structural equation model. The results showed that the organizational support of grass-roots employees had significant positive effects on job satisfaction and job performance. Each dimension of the work values of grass-roots employees has significant regulating effects on the relationship between organizational support and job satisfaction; Job satisfaction of grass-roots employees plays a significant role in mediating the relationship between organizational support and job performance. Based on the above conclusions, this study proposes to improve the sense of organizational support and work values of grass-roots employees. This study suggests that the improvement of employee satisfaction and job performance should be discussed from two major factors: organizational perception and individual perception, especially the differences in perception of organizational support. Secondly, the differences of individual values should be considered. To a certain extent, this study enriches and develops the viewpoint that human resource management combines organizational perception with individual factors.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92
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本文編號(hào)：1595413