本文選題：反饋尋求行為 + 工作投入��； 參考：《云南財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：反饋是人力資源管理研究領(lǐng)域的重要內(nèi)容之一。在企業(yè)管理實(shí)踐中,反饋也是維持組織構(gòu)架穩(wěn)定發(fā)展的重要因素。然而,企業(yè)中經(jīng)常存在員工反映從上級(jí)得到的被動(dòng)反饋無(wú)法滿足員工的需要。基于此,我們提出對(duì)反饋尋求行為研究的必要性。反饋尋求行為是從自身發(fā)展的角度積極主動(dòng)地尋求有價(jià)值的信息以滿足自我需求。目前,大量學(xué)者研究表明反饋尋求行為對(duì)工作績(jī)效有積極的預(yù)測(cè)作用。但是反饋尋求行為作為內(nèi)發(fā)自主行為,其對(duì)員工工作績(jī)效的積極影響是否完全來(lái)自反饋尋求行為,一項(xiàng)自主性行為引起的外顯結(jié)果的純粹性是引發(fā)我們研究工作投入變量的原因。本文認(rèn)為工作投入可能是反饋尋求行為影響工作績(jī)效的中間機(jī)制變量。由于以往學(xué)者對(duì)工作投入與工作績(jī)效的關(guān)系已有大量的研究,且證實(shí)工作投入與工作績(jī)效存在正向關(guān)系。因此本研究著重探究反饋尋求行為對(duì)工作投入的影響作用進(jìn)行研究。作為需要強(qiáng)大的內(nèi)心驅(qū)動(dòng)力工作的研發(fā)人員,通過(guò)他們的自身的反饋尋求行為如何最大限度地激發(fā)他們的工作熱情,擁有更多的工作投入狀態(tài)。與此同時(shí),研發(fā)創(chuàng)新工作本身具有很強(qiáng)的挑戰(zhàn)性,這需要員工具有穩(wěn)定的心理狀態(tài)才能持久的投入工作。而自我效能正是反應(yīng)個(gè)體本身的完成任務(wù)的心理韌性。因此本研究利用理論分析和實(shí)證研究相結(jié)合的方法,探討研發(fā)人員反饋尋求行為與工作投入兩者之間的相關(guān)性,以及自我效能在反饋尋求行為與工作投入的關(guān)系之間的中介作用。首先通過(guò)分析反饋尋求行為、自我效能、工作投入三個(gè)變量之間關(guān)系的理論基礎(chǔ),確定了三者關(guān)系的研究機(jī)制,隨后運(yùn)用統(tǒng)計(jì)軟件SPSS16.0對(duì)數(shù)據(jù)進(jìn)行分析,得出本文的研究結(jié)論,自我效能部分中介了反饋尋求行為和工作投入的關(guān)系。并根據(jù)研究結(jié)論,揭示了企業(yè)管理者在管理中應(yīng)注意的問(wèn)題,通過(guò)管理者的引導(dǎo)促進(jìn)員工產(chǎn)生更多的工作投入。
[Abstract]:Feedback is one of the important contents in the field of human resource management. In the practice of enterprise management, feedback is also an important factor to maintain the stable development of organizational structure. However, the passive feedback from the superior often exists in the enterprise, which can not meet the needs of the employees. Based on this, we propose the necessity of studying feedback seeking behavior. Feedback seeking behavior is to actively seek valuable information from the perspective of self-development to meet self-needs. At present, a large number of scholars have shown that feedback seeking behavior can positively predict job performance. However, feedback seeking behavior as an endogenous autonomous behavior, its positive impact on employee performance is entirely due to feedback seeking behavior. The pureness of explicit results caused by an autonomous behavior is the cause of our research input variables. This paper argues that job engagement may be an intermediate mechanism variable for feedback seeking behavior affecting job performance. Since there have been a lot of researches on the relationship between job engagement and job performance in the past, it is confirmed that there is a positive relationship between work engagement and job performance. Therefore, this study focuses on the effect of feedback seeking behavior on job engagement. As R & D personnel who need strong inner drive to work, they seek behavior through their own feedback on how to maximize their enthusiasm for work, with more work commitment. At the same time, R & D innovation work itself has a strong challenge, which requires a stable psychological state of staff to work for a long time. And self-efficacy is the mental toughness that reflects the individual's own task completion. Therefore, this study uses the method of theoretical analysis and empirical research to explore the correlation between feedback seeking behavior and work engagement of R & D personnel. And the role of self-efficacy in the relationship between feedback seeking behavior and job engagement. Firstly, by analyzing the theoretical basis of the relationship among the three variables of feedback seeking behavior, self-efficacy and work involvement, the research mechanism of the three variables is determined, and then the statistical software SPSS16.0 is used to analyze the data and draw the conclusion of this paper. Self-efficacy partly mediates the relationship between feedback seeking behavior and job engagement. According to the conclusion of the research, this paper reveals the problems that should be paid attention to by the managers in the management, and promotes the staff to produce more work investment through the guidance of the managers.
【學(xué)位授予單位】：云南財(cái)經(jīng)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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