【摘要】：組織氛圍一直是現(xiàn)代管理學(xué)中的熱點(diǎn)問題,作為組織文化的一部分,影響著員工的心理和行為,從而對(duì)組織績(jī)效產(chǎn)生影響。不同的組織氛圍,對(duì)員工的影響也不同,從而產(chǎn)生不同的績(jī)效。在中國,特別是在國有企業(yè)中,組織氛圍有著其區(qū)別于西方的特殊情況。本研究就是以某大型國有制造企業(yè)中的科研團(tuán)隊(duì)為例,研究國有企業(yè)中的組織氛圍與科研團(tuán)隊(duì)績(jī)效之間的關(guān)系。 全文共由六部分組成。第一部分為緒論,指出了選題的背景和意義,并闡述了研究方法和研究框架。 第二部分,通過查閱大量的文獻(xiàn)資料,詳細(xì)介紹了相關(guān)基礎(chǔ)理論,包括組織氛圍、科研團(tuán)隊(duì)以及績(jī)效。筆者綜合國內(nèi)外研究者的觀點(diǎn),結(jié)合本研究的需要,在本論文中作出如此界定：組織氛圍是組織成員對(duì)組織內(nèi)部環(huán)境的共同感知。正因?yàn)榻M織氛圍是成員的一種感知,所以組織氛圍就可以通過對(duì)成員心理和行為的影響進(jìn)而對(duì)績(jī)效產(chǎn)生影響。 第三部分,對(duì)科研團(tuán)隊(duì)績(jī)效進(jìn)行了分析。本研究中科研團(tuán)隊(duì)績(jī)效的衡量維度主要是團(tuán)隊(duì)產(chǎn)出、團(tuán)隊(duì)滿意感、團(tuán)隊(duì)發(fā)展以及團(tuán)隊(duì)適應(yīng)性四個(gè)方面。國內(nèi)外的研究普遍認(rèn)為,影響團(tuán)隊(duì)績(jī)效的因素有如下一些：團(tuán)隊(duì)成員的能力、人格類型、多樣性、熟悉度、相互依賴性、團(tuán)隊(duì)的大小、任務(wù)類型、環(huán)境、領(lǐng)導(dǎo)風(fēng)格等。 第四部分,對(duì)某制造企業(yè)——大型國有軍工企業(yè)CF公司的組織氛圍的現(xiàn)狀進(jìn)行了描述,并分析了其中存在的問題。經(jīng)過五十多年的發(fā)展,CF公司逐步建立起了航空?qǐng)?bào)國的企業(yè)文化,但同時(shí)也存在一些傳統(tǒng)國有企業(yè)都存在的不良現(xiàn)象。 第五部分以CF公司為例,基于CF公司所作的一次大型問卷調(diào)查,提取其中300位科研人員填寫的調(diào)研問卷結(jié)果,結(jié)合團(tuán)隊(duì)氛圍量表的四個(gè)維度,詳細(xì)分析組織氛圍和科研團(tuán)隊(duì)績(jī)效之間的關(guān)系,得出以下結(jié)論：從愿景目標(biāo)、任務(wù)導(dǎo)向、參與保障和創(chuàng)新支持四個(gè)方面營造適于進(jìn)行科研活動(dòng)的積極的組織氛圍,都會(huì)對(duì)科研團(tuán)隊(duì)的組織績(jī)效產(chǎn)生正面的促進(jìn)作用。 第六部分,對(duì)企業(yè)如何營造積極的組織氛圍來提升科研團(tuán)隊(duì)績(jī)效提出建議：一是大力支持創(chuàng)新,二要有明確的愿景和目標(biāo),三是增強(qiáng)員工責(zé)任感,四是是做好后勤保障、解決員工后顧之憂。
[Abstract]:Organizational atmosphere has always been a hot issue in modern management. As a part of organizational culture, it affects the psychology and behavior of employees, thus has an impact on organizational performance. Different organizational atmosphere has different effects on employees, which results in different performance. In China, especially in the state-owned enterprises, the organizational atmosphere has its special conditions which are different from those in the West. This study takes a large state-owned manufacturing enterprise as an example to study the relationship between organizational climate and research team performance. The full text consists of six parts. The first part is the introduction, points out the background and significance of the topic, and expounds the research methods and research framework. The second part, through consulting a lot of literature, introduces the relevant basic theories in detail, including organizational climate, research team and performance. The author synthesizes the views of domestic and foreign researchers and combines the needs of this study to define the organizational climate as the common perception of the internal environment of the organization by the members of the organization. Because the organizational atmosphere is a kind of perception of the members, the organizational atmosphere can influence the performance through the influence on the members' psychology and behavior. The third part analyzes the performance of scientific research team. In this study, the measurement dimensions of research team performance are mainly team output, team satisfaction, team development and team adaptability. It is generally believed that the factors influencing team performance are as follows: team member's ability, personality type, diversity, familiarity, interdependence, team size, task type, environment, leadership style and so on. In the fourth part, the paper describes the present situation of the organizational atmosphere of CF Company, a large state-owned military enterprise, and analyzes the existing problems. After more than 50 years of development, CF has gradually established the corporate culture of aviation service, but at the same time, there are some bad phenomena in some traditional state-owned enterprises. The fifth part takes CF Company as an example, based on a large scale questionnaire made by CF Company, extracts the results of the questionnaire completed by 300 researchers, and combines the four dimensions of the team atmosphere scale. The relationship between organizational climate and research team performance is analyzed in detail, and the following conclusions are drawn: creating a positive organizational atmosphere suitable for scientific research activities from four aspects: vision goal, task orientation, participation guarantee and innovation support. Both will have a positive impact on the organizational performance of research teams. In the sixth part, the author puts forward some suggestions on how to build a positive organizational atmosphere to improve the performance of scientific research team: first, to support innovation vigorously; second, to have a clear vision and goal; third, to enhance the sense of responsibility of employees; and fourth, to do a good job in logistics support. Solve employees' worries.
【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F426.5;F272.92

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