【摘要】：在當(dāng)前知識經(jīng)濟環(huán)境背景下,現(xiàn)代企業(yè)組織績效的提升,不僅需要合理的組織架構(gòu)、優(yōu)化配置使用各種資源,更需要的是人力資源的合理開發(fā)。人的主動性、積極性的調(diào)動對于企業(yè)績效的達成具有重要的作用,即員工組織公民行為的形成則是企業(yè)獲得可持續(xù)發(fā)展的關(guān)鍵所在。企業(yè)員工組織公民行為形成、發(fā)展的影響因素很多,但是采用社會網(wǎng)絡(luò)程度中心性這一維度來對組織公民行為進行研究的研究并不是很多,本文在中國“關(guān)系”文化背景下,通過理論分析和實證調(diào)研來研究員工個體網(wǎng)絡(luò)程度中心性對組織公民行為形成、發(fā)展而產(chǎn)生的影響,并根據(jù)研究結(jié)果找出一些管理方法,為企業(yè)的人力資源管理、培訓(xùn)與開發(fā)提供一定的借鑒和指導(dǎo)。首先,本文以同一組織團隊內(nèi)的企業(yè)員工為研究對象,通過相關(guān)理論文獻回顧和理論觀點進行整理、分析,對本論文所使用的相關(guān)概念進行界定。國外學(xué)者把組織公民行為維度主要分為:利他、事先知會、責(zé)任意識、運動員精神、公民道德,本文立足于本國國情文化,結(jié)合國內(nèi)學(xué)者對本土企業(yè)組織公民行為維度界定,將中國文化背景下的組織公民行為維度分為:積極主動、公民道德、幫助同事、運動員精神和人際和諧,其中“人際和諧”是中國本土企業(yè)所特有的的組織公民行為維度。其次,通過社會網(wǎng)絡(luò)理論“鑲嵌理論”、“弱關(guān)系理論”和“結(jié)構(gòu)洞理論”等理論的回顧和分析,發(fā)現(xiàn)企業(yè)內(nèi)非正式組織存在的重要性,認識到社會網(wǎng)絡(luò)嵌入對員工行為的影響性,并找出組織中影響員工行為較大的兩個社會網(wǎng)絡(luò):情感網(wǎng)絡(luò)和咨詢網(wǎng)絡(luò),并根據(jù)理論回顧界定這兩大網(wǎng)絡(luò)具體含義。最后,采用探索性因素分析修訂并確立組織公民行為量表,采用社會網(wǎng)絡(luò)分析方法,利用程度中心度這一指標(biāo)衡量個體在社會網(wǎng)絡(luò)結(jié)構(gòu)位置,把情感網(wǎng)絡(luò)程度中心度和咨詢網(wǎng)絡(luò)程度中心度作為自變量,組織公民行為維度作為因變量,通過方差分析和相關(guān)性分析等統(tǒng)計方法來研究員工個體網(wǎng)絡(luò)程度中心性對組織公民行為的影響,并找出兩者的內(nèi)在關(guān)系。本文得出的主要結(jié)論如下:第一,企業(yè)內(nèi)員工的個體社會網(wǎng)絡(luò)主要分為情感網(wǎng)絡(luò)與咨詢網(wǎng)絡(luò),組織公民行為維度主要是積極主動、公民道德、幫助同事、運動員精神和人際和諧。通過問卷分析修訂得到的組織公民行為量表具有較好的信度和效度,符合本文研究內(nèi)容。第二,進行了人口統(tǒng)計學(xué)變量與員工社會網(wǎng)絡(luò)程度中心性、組織公民行為相關(guān)性分析,發(fā)現(xiàn)都具有一定程度的影響,并通過方差分析找出人口學(xué)變量對情感網(wǎng)絡(luò)程度中心性與咨詢網(wǎng)絡(luò)程度中心性的差異影響,發(fā)現(xiàn)性別對網(wǎng)絡(luò)程度中心性影響較小,而年齡、工作時間均對兩大網(wǎng)絡(luò)有顯著差異影響,而學(xué)歷僅對咨詢網(wǎng)絡(luò)中心性具有差異性影響。同時學(xué)歷高、工作年限長、職務(wù)高、年齡大的員工更容易積極主動維護組織利益,出現(xiàn)組織公民行為。第三,相關(guān)分析和回歸分析表明,除了情感網(wǎng)絡(luò)程度中心性對“運動員精神”這一維度不存在顯著影響,其余的員工社會網(wǎng)絡(luò)程度中心性均對組織公民行為各維度存在顯著正向影響。根據(jù)本文研究結(jié)果,從組織行為管理角度為我國企業(yè)人力資源管理給出相關(guān)建議:第一,提升員工的個體網(wǎng)絡(luò)程度中心性,通過堅持“以人為本”核心理念,重視人的作用,引導(dǎo)員工培養(yǎng)自身的主人翁意識,擴大員工在組織內(nèi)部關(guān)系網(wǎng)絡(luò)中的影響力,通過傳播正能量培養(yǎng)員工的主動性,激發(fā)員工熱情。第二,組織內(nèi)部構(gòu)建員工情感和咨詢關(guān)系網(wǎng)絡(luò)平臺,通過正式或非正式的團體活動,增進員工之間的情感聯(lián)系和相互學(xué)習(xí)咨詢的頻率,從而增進員工之間凝聚力,使得大家勁往一處使,為組織目標(biāo)達成做出規(guī)章制度規(guī)定外的組織公民行為。第三,發(fā)現(xiàn)和找出組織內(nèi)部具有影響力員工進行角色示范,從人口統(tǒng)計學(xué)特征上主要是年齡大、工作年限長、學(xué)歷高的人群,同時并找出那些程度中心性較高的員工,如關(guān)系網(wǎng)絡(luò)大、密度強的員工進行鼓勵和扶持,然他們作為組織內(nèi)領(lǐng)軍人物,一方面能滿足該類員工自豪感和使命感,增加本人工作積極性和主動性,另一方面又能刺激其他員工進行效仿而產(chǎn)生一定的組織公民行為。第四,學(xué)會利用非正式組織促進組織目標(biāo)的達成,通過了解員工的興趣愛好、性格特征,把那些關(guān)系較近且充滿正能量的員工安排一起,通過他們之間的關(guān)系網(wǎng)絡(luò)把某些員工積極、主動地行為傳遞給其他成員,潛移默化的去影響其他員工,以此影響帶動其他員工產(chǎn)生積極、主動行為,愿意在職責(zé)外做出更多的組織公民行為,促進企業(yè)績效目標(biāo)的迅速實現(xiàn)。
[Abstract]:In the background of the current knowledge-based economy, the improvement of the performance of the modern enterprise organization requires not only the rational organization structure, the optimized allocation and the use of various resources, but also the rational development of the human resources. The initiative and the enthusiasm of the people play an important role in the achievement of the enterprise, that is, the formation of the employee's organization of the citizen's behavior is the key to the sustainable development of the enterprise. In the background of Chinese "relationship", the research on the behavior of the organization's citizens is not a lot, but the research on the behavior of the organization's citizens is not a lot. Through the theoretical analysis and the empirical research, the author studies the influence of the individual network degree of the employee on the formation and development of the organization's citizen's behavior, and finds out some management methods according to the research results, and provides some reference and guidance for the human resource management, training and development of the enterprise. First of all, this paper, taking the enterprise staff in the same organization team as the research object, through the relevant theoretical literature review and the theoretical point of view, to organize, analyze, and define the relevant concepts used in this paper. The foreign scholars mainly divide the dimension of the behavior of the organization's citizens into the following: altruism, the prior notification, the responsibility consciousness, the athlete's spirit and the morality, this article is based on the national condition culture, and in combination with the domestic scholars to define the citizen's behavior dimension of the local enterprise, The organizational citizenship behavior in the background of Chinese culture is divided into: initiative, moral, help co-worker, athlete's spirit and interpersonal harmony, in which the "interpersonal harmony" is the organizational citizen's behavior dimension that is characteristic of Chinese local enterprises. Secondly, through the review and analysis of the social network theory, "mosaic theory", "weak relation theory" and "structural hole theory", we find the importance of the informal organization in the enterprise, realize the influence of social network embedding on the behavior of employees, and find out two social networks that influence the behavior of employees in the organization: Affective network and consulting network, and the specific meaning of these two networks are defined according to the theory. and finally, adopting an exploratory factor analysis to revise and establish the organizational citizenship behavior scale, adopting a social network analysis method, measuring the position of an individual in the social network structure by using the index of the degree of degree, and taking the degree of the degree of the degree of the emotional network degree and the degree of the degree of the consultation network as an independent variable, The influence of the degree of the individual's network degree on the behavior of the organization's citizens was studied by means of statistical methods such as variance analysis and correlation analysis, and the internal relation of the two was found out. The main conclusions are as follows: First, the individual social network of the employee in the enterprise is mainly divided into the emotional network and the consulting network, the organizational citizenship behavior dimension is mainly the initiative, the moral, the help co-worker, the athlete spirit and the interpersonal harmony. The organizational citizenship behavior scale obtained through the questionnaire analysis has good reliability and validity and is in accordance with the contents of this paper. Secondly, the relationship between the demographic variables and the social network degree of the staff was carried out, and the correlation analysis of the behavior of the citizens was carried out. By means of variance analysis, the effect of demographic variables on the degree of degree of emotional network and the degree of network degree was found, and the effect of gender on the degree of the degree of the network was found to be small, and the age and working time had a significant difference on the two networks. And the degree of education only has a difference effect on the center of the consultation network. At the same time, the employee who has a high degree of education, long service life, high job and large age is more likely to be more proactive in maintaining the organizational interests and organizing the behavior of the citizens. The third, the correlation analysis and the regression analysis show that, in addition to the degree of emotional network, there is no significant influence on the dimension of the athlete's spirit, and the degree of social network degree of the rest of the staff has a significant positive impact on the organizational citizenship behavior. According to the results of this paper, the author puts forward the related suggestions from the angle of organizational behavior management to the human resource management of our enterprises: first, to improve the individual network degree of the staff, and to guide the employees to develop their own sense of ownership by adhering to the core idea of the "people-oriented", and paying attention to the role of the people. The influence of the staff in the organization's internal relations network is expanded, and the enthusiasm of the staff is motivated by the propagation of positive energy to train the employee's initiative. Second, the organization built an employee's emotional and consulting relationship network platform, through formal or informal group activities, to increase the emotional contact between employees and the frequency of mutual learning and consultation, so as to improve the cohesion between the staff, so that everyone is going to one place, The organization of an organization's citizen's conduct outside of the rules and regulations for the purpose of the organization. Third, we find and find out the role model of the influential staff in the organization, which is mainly the people with large age, long service life and high degree of education from the demographic characteristics, and also find the employees with high degree of degree, such as the large relationship network, The employees with strong density are encouraged and supported, and they serve as leaders in the organization. On the one hand, they can meet the pride and sense of mission, increase the enthusiasm and initiative of my work, and stimulate other employees to follow suit and produce certain organizational citizenship behaviors. Fourth, learn to use the informal organization to promote the achievement of the goals of the organization, through the understanding of the interests and characteristics of the staff, and arrange the employees with the close and positive energy, through the relationship network between them, The active behavior is transmitted to other members, and the influence of the other staff is influenced by the influence of the other staff, so that the other employees are driven to generate positive and active behaviors, and they are willing to make more organization and citizen behavior outside their responsibilities, and to promote the rapid realization of the enterprise's performance objectives.
【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92

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本文編號：2497445