本文關鍵詞： 團隊成員交換 領導成員交換 員工創(chuàng)新績效 自我效能感 團隊成員交換關系差異化　出處：《閩南師范大學》2017年碩士論文　論文類型：學位論文

【摘要】：創(chuàng)新是企業(yè)賴以生存和發(fā)展的必要條件,也是企業(yè)最核心的競爭力。隨著知識經(jīng)濟時代的到來,企業(yè)愈發(fā)關注員工創(chuàng)新,試圖通過提高員工創(chuàng)造力來提升組織的創(chuàng)新績效。在企業(yè)組織公民行為研究中,已有研究證實,領導與員工關系、員工與員工關系均會對員工工作態(tài)度和行為產(chǎn)生影響,但還鮮有研究探討它們對員工創(chuàng)新績效的作用機制。本研究以社會交換理論和社會比較理論為依據(jù),以員工創(chuàng)新績效為研究對象,探究團隊成員交換(領導成員交換)對員工創(chuàng)新績效的影響,自我效能感在上述關系中的中介作用,以及團隊成員交換關系差異化在團隊成員交換與自我效能感間的調節(jié)作用。本研究運用實證研究方法,對在漳州、福州、廈門、北京等地企業(yè)的團隊中工作的成員進行問卷調研,并采用SPSS和AMOS對收回的404份問卷進行分析。分析的內容包括:驗證各變量的結構模型,驗證團隊成員交換(領導成員交換)對員工創(chuàng)新績效的影響作用,驗證自我效能感的中介作用和團隊成員交換差異化的調節(jié)作用;運用的分析方法包括:信效度分析、描述性統(tǒng)計分析、相關分析、多元回歸分析和結構方程模型等;最終得出以下結論:(1)團隊成員交換對員工創(chuàng)新績效具有正向的預測作用;(2)領導成員交換對員工創(chuàng)新績效具有正向的預測作用;(3)自我效能感在團隊成員交換與員工創(chuàng)新績效關系間起到部分中介作用;(4)自我效能感在領導成員交換與員工創(chuàng)新績效關系間起到部分中介作用;(5)團隊成員交換差異化在團隊成員交換與自我效能感關系間起到調節(jié)作用;即團隊成員交換差異化程度越高,團隊成員交換與自我效能感的關系越強。
[Abstract]:Innovation is not only a necessary condition for the survival and development of enterprises, but also the core competitiveness of enterprises. With the arrival of the era of knowledge economy, enterprises pay more and more attention to employee innovation. In the research of corporate organizational citizenship behavior, it has been proved that the relationship between leadership and staff. The relationship between employees and employees will have an impact on employees' work attitude and behavior, but there are few studies on the mechanism of their effects on employees' innovation performance. This study is based on the theory of social exchange and the theory of social comparison. Taking employee innovation performance as the research object, this paper explores the effect of team member exchange (leadership member exchange) on employee innovation performance and the intermediary role of self-efficacy in the above relationship. As well as the role of team member exchange relationship differentiation in the team member exchange and self-efficacy. This study uses empirical research methods, Zhangzhou, Fuzhou, Xiamen. Beijing and other enterprises in the team members of the questionnaire survey, and the use of SPSS and AMOS to recover the analysis of 404 questionnaires. The content of the analysis includes: verify the structural model of each variable. To verify the effect of team member exchange (leadership member exchange) on employee innovation performance, to verify the intermediary role of self-efficacy and the moderating effect of team member exchange differentiation; The analytical methods used include: reliability and validity analysis, descriptive statistical analysis, correlation analysis, multivariate regression analysis and structural equation model. Finally, the following conclusions are drawn: 1) team member exchange has a positive predictive effect on employee innovation performance; 2) the exchange of leading members has a positive predictive effect on employee innovation performance; (3) Self-efficacy plays an intermediary role in the relationship between team member exchange and employee innovation performance; (4) Self-efficacy plays an intermediary role in the relationship between leadership exchange and employee innovation performance; 5) the difference of team members' exchange plays an important role in regulating the relationship between team members' exchange and their sense of self-efficacy. That is, the higher the degree of team member exchange differentiation, the stronger the relationship between team member exchange and self-efficacy.
【學位授予單位】：閩南師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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