發(fā)布時間：2018-06-06 19:10

  本文選題：高承諾人力資源實踐 + 組織支持感　； 參考：《華東交通大學(xué)》2017年碩士論文

【摘要】：在政府提出“大眾創(chuàng)業(yè),萬眾創(chuàng)新”的新時代發(fā)展背景下,國內(nèi)開始興起創(chuàng)新創(chuàng)業(yè)風(fēng)潮,大量社會資源開始涌向新興企業(yè),在“中國創(chuàng)造”的指引下,各行各業(yè)開始尋求企業(yè)轉(zhuǎn)型,因此獲取人力資源優(yōu)勢成為當(dāng)前競爭的主旋律。無論是在人才競爭還是在人才保留和培養(yǎng)上,人力資源管理的作用都呼之欲出,企業(yè)人力資源實踐更是成為管理的引擎,推動企業(yè)迅速發(fā)展。面對激烈的競爭環(huán)境,企業(yè)管理者選擇適合自身發(fā)展并順應(yīng)勞動力市場的人力資源實踐尤為關(guān)鍵。作為人力資源管理結(jié)果的主要目標(biāo)之一,員工敬業(yè)度水平已經(jīng)成為國外學(xué)術(shù)界研究的重要課題。根據(jù)學(xué)者研究發(fā)現(xiàn),人力資源實踐與員工敬業(yè)度存在一定的相關(guān)關(guān)系,但至今國內(nèi)仍很少有學(xué)者研究高承諾人力資源實踐系統(tǒng)與員工敬業(yè)度之間存在的影響機制。本文基于社會交換理論和信息傳導(dǎo)理論,研究系統(tǒng)性的高承諾人力資源實踐體系與員工敬業(yè)度之間的關(guān)系,并將組織支持感和心理資本分別作為中介變量和調(diào)節(jié)變量同時引入影響模型,將組織層面的高承諾人力資源實踐與員工層面的員工敬業(yè)度聯(lián)系起來。本文在對高承諾人力資源實踐、組織支持感、心理資本和員工敬業(yè)度進行文獻回顧和歸納的基礎(chǔ)上,采用國內(nèi)外成熟測量量表進行問卷設(shè)計與調(diào)查,收集了來自各行各業(yè)的503份問卷,其中有效問卷為481份,問卷有效率為95%。根據(jù)收集到的有效數(shù)據(jù),運用社會科學(xué)研究的SPSS統(tǒng)計軟件進行問卷的信度分析、效度分析、相關(guān)分析和回歸分析,并運用三部中介檢驗原理對中介效應(yīng)和調(diào)節(jié)效應(yīng)進行驗證,最終得出結(jié)論:(1)高承諾人力資源實踐對員工敬業(yè)度具有顯著的正相關(guān)作用;(2)組織支持感在高承諾人力資源實踐對員工敬業(yè)度的影響中起到部分中介作用;(3)心理資本在高承諾人力資源實踐對員工敬業(yè)度的影響中起到正向的調(diào)節(jié)作用。本研究驗證了對高承諾人力資源實踐系統(tǒng)與員工敬業(yè)度關(guān)系的假設(shè),并深入剖析了其內(nèi)在作用機制,不僅豐富人力資源實踐與員工敬業(yè)度之間的研究,也拓展了組織支持感和心理資本的研究內(nèi)容。同時基于社會交換理論和信息傳導(dǎo)理論的基礎(chǔ)研究員工敬業(yè)度,為現(xiàn)代企業(yè)構(gòu)建高員工敬業(yè)度的人力資源實踐體系提供了理論指導(dǎo)和實踐方向。
[Abstract]:Under the background of the government's new era of "mass entrepreneurship, mass innovation", a wave of innovation and entrepreneurship began to emerge in China, and a large number of social resources began to pour into new enterprises, under the guidance of "Chinese creation". All walks of life begin to seek the enterprise transformation, therefore obtains the human resources superiority to become the current competition main melody. Both in talent competition and in talent retention and training, the role of human resources management is eager, the enterprise human resource practice has become the engine of management, promoting the rapid development of enterprises. In the face of fierce competition environment, it is very important for enterprise managers to choose the human resource practice which is suitable for their own development and conforms to the labor market. As one of the main objectives of human resource management, employee engagement has become an important topic in foreign academic circles. According to the research of scholars, there is a certain correlation between human resource practice and employee engagement, but so far, few scholars have studied the influence mechanism between high commitment human resource practice system and employee engagement. Based on social exchange theory and information transmission theory, this paper studies the relationship between systematic high commitment human resource practice system and employee engagement. Organizational support and psychological capital as intermediary variables and adjustment variables are introduced into the impact model to link the high commitment human resource practice at the organizational level with employee engagement at the employee level. Based on the literature review and induction of high commitment human resource practice, organizational support, psychological capital and employee engagement, the questionnaire was designed and investigated with the maturity measurement scale at home and abroad. A total of 503 questionnaires from all walks of life were collected, of which 481 were valid and the effective rate was 95. According to the effective data collected, the reliability analysis, validity analysis, correlation analysis and regression analysis of the questionnaire were carried out with SPSS statistical software of social science research. It is concluded that: 1) High commitment Human Resource practice has a significant positive correlation with employee engagement. 2) organizational support plays an intermediary role in the influence of High commitment Human Resource practice on employee engagement. This paper plays a positive role in regulating the effect of high commitment human resource practice on employee engagement. This study verifies the hypothesis of the relationship between high commitment human resource practice system and employee engagement, and deeply analyzes its internal mechanism, which not only enriches the research between human resource practice and employee engagement. It also expands the research content of the sense of organizational support and psychological capital. At the same time, based on social exchange theory and information transmission theory, employee engagement is studied, which provides theoretical guidance and practical direction for modern enterprises to build a high employee engagement human resource practice system.
【學(xué)位授予單位】：華東交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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本文編號：1987805