【摘要】：敬業(yè)度的調(diào)研和研究無(wú)論是在業(yè)界還是學(xué)術(shù)界,近幾年都如火如荼地進(jìn)行著,因?yàn)榫礃I(yè)度被證明是預(yù)測(cè)企業(yè)經(jīng)營(yíng)績(jī)效的良好指標(biāo)之一,其信度要遠(yuǎn)超曾流行一時(shí)的滿意度。通過(guò)對(duì)敬業(yè)度水平的檢測(cè)來(lái)審視企業(yè)的經(jīng)營(yíng)狀況、員工的工作狀況,進(jìn)而針對(duì)薄弱環(huán)節(jié)制定出相應(yīng)管理策略以激勵(lì)員工、最大發(fā)揮員工的工作自主性和工作積極性,為企業(yè)創(chuàng)造最大的收益。影響敬業(yè)度的因素很多,薪酬、工作環(huán)境、工作特征、客戶尊重等等都會(huì)干擾員工對(duì)于自己崗位工作的認(rèn)知,進(jìn)而決定多大程度上投入到工作和組織中去,而這種程度的大小就是敬業(yè)度的高低�？偟膩�(lái)說(shuō),敬業(yè)度是受人與工作環(huán)境的互動(dòng)關(guān)系影響的,具體來(lái)說(shuō)又分為人與工作崗位的互動(dòng)和人與組織的互動(dòng)。本研究探討人與工作崗位的互動(dòng)關(guān)系對(duì)敬業(yè)度的影響,并且將人與組織互動(dòng)關(guān)系中很重要的領(lǐng)導(dǎo)成員關(guān)系(以下簡(jiǎn)稱LMX)作為調(diào)節(jié)變量來(lái)研究,這也填補(bǔ)了敬業(yè)度研究中用LMX作為調(diào)節(jié)變量的空白。本研究最終目的在于說(shuō)明個(gè)人——工作契合的哪些維度對(duì)敬業(yè)度產(chǎn)生影響,而LMX又是否在其關(guān)系中間起到調(diào)節(jié)了影響作用。 本研究經(jīng)過(guò)相關(guān)文獻(xiàn)回顧,提出假設(shè)；然后運(yùn)用科學(xué)的方法進(jìn)行了問(wèn)卷調(diào)查,樣本為分布在全國(guó)房地產(chǎn)企業(yè)的278名從業(yè)人員；并且運(yùn)用SPSS16.0統(tǒng)計(jì)軟件對(duì)數(shù)據(jù)進(jìn)行了分析,通過(guò)科學(xué)方法檢驗(yàn)了本研究的7個(gè)假設(shè),其中4個(gè)假設(shè)得到驗(yàn)證支持,3個(gè)假設(shè)未得到驗(yàn)證支持。 本研究主要得出以下三大結(jié)論：首先,人口統(tǒng)計(jì)特征變量在年齡、學(xué)歷、本單位工作年限和職位層級(jí)上的敬業(yè)度水平有差異；其次,個(gè)人——工作契合對(duì)敬業(yè)度的影響中,供給——需要契合與自我概念——工作契合對(duì)敬業(yè)度有正向影響,而要求——能力契合與敬業(yè)度無(wú)相關(guān)性；最后,LMX能顯著正向調(diào)節(jié)供給——需要契合與敬業(yè)度的關(guān)系,而不能調(diào)節(jié)自我概念——工作契合與敬業(yè)度的關(guān)系。
[Abstract]:The research and research of the degree of respect of respect is carried out in the industry and the academic circle in recent years, because the degree of respect is proved to be one of the good indicators to predict the performance of the enterprise. Its reliability is far more than the once popular satisfaction. Through the examination of the level of respect for the degree of respect for the business, the working status of the enterprise and the employee's work form are examined. And then, according to the weak link, formulate the corresponding management strategies to motivate the employees, maximize the employees' work autonomy and work enthusiasm, create the maximum income for the enterprise. There are many factors affecting the degree of dedication, such as salary, work environment, work characteristics, customer respect and so on, which will interfere with the employees' cognition of their job. In general, the degree of respect is influenced by the interaction between people and the working environment. In particular, it is also divided into interaction between people and jobs and the interaction between people and organizations. This study explores the interaction relationship between people and jobs. The influence of karma, and the important leadership relationship (hereinafter referred to as LMX) in the interaction relationship between human and organization, is studied as an adjustment variable, which also fills in the blank of LMX as an adjustment variable in the study of respect for the degree of respect. The final purpose of this study is to explain which dimensions of individual job fit have an impact on the degree of dedication, and LMX Whether it has played a regulating role in the relationship between them.
After reviewing the relevant literature and putting forward the hypothesis, then using the scientific method to carry out a questionnaire survey, the sample is 278 employees distributed in the national real estate enterprise, and the data are analyzed with SPSS16.0 statistics software and 7 hypotheses are tested by scientific method, of which 4 hypotheses are verified. Hold, 3 hypotheses are not supported.
The main conclusions of this study are the following three main conclusions: first, demographic variables are different in age, education, working life and job level, and secondly, in the impact of personal job fit on the degree of dedication, supply - the need to fit and self - I have a positive impact on the degree of dedication However, there is no correlation between the requirements of competence and the degree of professionalism; in the end, the LMX can significantly positively regulate the supply - a relationship with the degree of engagement, but not the self concept - the relationship between job matching and the degree of dedication.
【學(xué)位授予單位】：南開大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92

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