組織自豪情緒、組織自豪態(tài)度與員工創(chuàng)造力的關(guān)系研究
發(fā)布時(shí)間：2019-03-18 20:02
【摘要】：從管理實(shí)踐來看,為應(yīng)對(duì)隨互聯(lián)網(wǎng)經(jīng)濟(jì)快速發(fā)展不確定性劇增的市場(chǎng)環(huán)境,企業(yè)只有掌握有效催使創(chuàng)造力提升的方法和訣竅,才能源源不斷地推陳出新,才能及時(shí)且精準(zhǔn)地滿足快變市場(chǎng)所需,才能跟得上市場(chǎng)步伐。一般而言,在每個(gè)企業(yè)員工的內(nèi)心深處,會(huì)或多或少對(duì)他們所隸屬的組織感到自豪或者不自豪。似乎對(duì)所屬組織有自豪感的員工更愿意關(guān)注組織、更愿意為組織努力工作;相反則不然。似乎是否感到自豪與員工對(duì)組織的貢獻(xiàn)與努力程度有某種關(guān)系;有自豪感的員工往往愿意為組織貢獻(xiàn)更多才華、創(chuàng)造更多價(jià)值、努力創(chuàng)新等。然而事實(shí)真的是這樣嗎?本研究將組織自豪感作為自變量,并從情緒和態(tài)度維度將其劃分為組織自豪情緒和組織自豪態(tài)度,取員工創(chuàng)造力為因變量、組織聲譽(yù)為調(diào)節(jié)變量,搭建這四個(gè)變量間的關(guān)系模型,采用AM0S22.0和SPSS22.0軟件對(duì)調(diào)查問卷獲取的一手?jǐn)?shù)據(jù)進(jìn)行分析,包括描述性統(tǒng)計(jì)、信度分析、驗(yàn)證性因子分析、回歸分析等,對(duì)組織自豪情緒、組織自豪態(tài)度分別對(duì)員工創(chuàng)造力的影響及組織聲譽(yù)的調(diào)節(jié)作用進(jìn)行驗(yàn)證。本研究得到的創(chuàng)新性結(jié)論如下:首先,組織自豪情緒和組織自豪態(tài)度都會(huì)對(duì)員工創(chuàng)造力產(chǎn)生顯著正向影響。故在提升員工創(chuàng)造力的管理實(shí)踐中,各層級(jí)管理者應(yīng)意識(shí)到建立員工的組織自豪情緒和組織自豪態(tài)度的重要性。其次,組織自豪情緒正向影響組織自豪態(tài)度。因此管理者應(yīng)意識(shí)到,隨著員工服務(wù)時(shí)間的延長(zhǎng)或體驗(yàn)組織自豪情緒次數(shù)的累加,員工對(duì)組織產(chǎn)生的短暫的不穩(wěn)定的組織自豪情緒是會(huì)逐漸轉(zhuǎn)變成更加穩(wěn)定存續(xù)時(shí)間也更加長(zhǎng)的組織自豪態(tài)度。再者,組織自豪態(tài)度在組織自豪情緒和員工創(chuàng)造力的關(guān)系中起到了部分中介作用。組織自豪情緒一部分會(huì)直接影響員工創(chuàng)造力,另一部分會(huì)通過組織自豪態(tài)度對(duì)其產(chǎn)生間接影響。最后,組織聲譽(yù)能夠分別正向調(diào)節(jié)組織自豪情緒與員工創(chuàng)造力以及組織自豪態(tài)度與員工創(chuàng)造力間的關(guān)系。組織聲譽(yù)越正面積極,組織自豪情緒與組織自豪態(tài)度對(duì)員工創(chuàng)造力的影響越大,反之越小。這些都說明我國(guó)企業(yè)可以通過建立員工的組織自豪感激發(fā)員工創(chuàng)造性地投入到工作中,進(jìn)而提升企業(yè)創(chuàng)新能力。
[Abstract]:From the point of view of management practice, in order to deal with the market environment with the rapid development of the Internet economy, only by mastering the methods and know-how to promote creativity effectively can enterprises constantly bring forth new ideas. In order to meet the needs of the fast-changing market in a timely and accurate manner, can keep up with the pace of the market. In general, in the heart of every employee, more or less proud of the organization they belong to or not proud of. Employees who seem to be proud of their organization are more likely to focus on the organization and work hard for it; on the contrary, they are not. It seems that pride has something to do with the contribution and effort of employees to the organization; proud employees tend to be willing to contribute more talent, create more value, innovate, and so on. But is it true? This study regards organizational pride as an independent variable, and divides it into organizational pride and organizational pride from the dimensions of emotion and attitude, takes employee creativity as a dependent variable, and takes organizational reputation as a moderating variable. Build the relationship model between the four variables, use AM0S22.0 and SPSS22.0 software to analyze the first-hand data obtained by the questionnaire, including descriptive statistics, reliability analysis, confirmatory factor analysis, regression analysis, etc., to the pride of the organization, Organizational pride attitude validates the influence of employee creativity and the regulation of organizational reputation. The innovative conclusions obtained in this study are as follows: firstly, organizational pride and organizational pride attitude have a significant positive impact on employee creativity. Therefore, in the management practice of improving employee creativity, managers at all levels should realize the importance of establishing employees' organizational pride and organizational pride attitude. Secondly, organizational pride has a positive effect on organizational pride. So managers should be aware that as employees extend their service hours or experience the number of times they experience organizational pride, The transient, unstable organizational pride that employees generate is a gradual shift to a more stable and longer-lasting organizational pride. Furthermore, organizational pride plays an important role in the relationship between organizational pride and employee creativity. Organizational pride affects employee creativity directly and indirectly through organizational pride. Finally, organizational reputation can positively regulate the relationship between organizational pride and employee creativity, as well as organizational pride attitude and employee creativity. The more positive and positive the organizational reputation, the greater the influence of organizational pride and organizational pride attitude on employee creativity, and vice versa. All of these indicate that enterprises in our country can encourage employees to invest creatively in the work by establishing organizational pride of employees, and then improve the innovation ability of enterprises.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92
，
本文編號(hào)：2443188
[Abstract]:From the point of view of management practice, in order to deal with the market environment with the rapid development of the Internet economy, only by mastering the methods and know-how to promote creativity effectively can enterprises constantly bring forth new ideas. In order to meet the needs of the fast-changing market in a timely and accurate manner, can keep up with the pace of the market. In general, in the heart of every employee, more or less proud of the organization they belong to or not proud of. Employees who seem to be proud of their organization are more likely to focus on the organization and work hard for it; on the contrary, they are not. It seems that pride has something to do with the contribution and effort of employees to the organization; proud employees tend to be willing to contribute more talent, create more value, innovate, and so on. But is it true? This study regards organizational pride as an independent variable, and divides it into organizational pride and organizational pride from the dimensions of emotion and attitude, takes employee creativity as a dependent variable, and takes organizational reputation as a moderating variable. Build the relationship model between the four variables, use AM0S22.0 and SPSS22.0 software to analyze the first-hand data obtained by the questionnaire, including descriptive statistics, reliability analysis, confirmatory factor analysis, regression analysis, etc., to the pride of the organization, Organizational pride attitude validates the influence of employee creativity and the regulation of organizational reputation. The innovative conclusions obtained in this study are as follows: firstly, organizational pride and organizational pride attitude have a significant positive impact on employee creativity. Therefore, in the management practice of improving employee creativity, managers at all levels should realize the importance of establishing employees' organizational pride and organizational pride attitude. Secondly, organizational pride has a positive effect on organizational pride. So managers should be aware that as employees extend their service hours or experience the number of times they experience organizational pride, The transient, unstable organizational pride that employees generate is a gradual shift to a more stable and longer-lasting organizational pride. Furthermore, organizational pride plays an important role in the relationship between organizational pride and employee creativity. Organizational pride affects employee creativity directly and indirectly through organizational pride. Finally, organizational reputation can positively regulate the relationship between organizational pride and employee creativity, as well as organizational pride attitude and employee creativity. The more positive and positive the organizational reputation, the greater the influence of organizational pride and organizational pride attitude on employee creativity, and vice versa. All of these indicate that enterprises in our country can encourage employees to invest creatively in the work by establishing organizational pride of employees, and then improve the innovation ability of enterprises.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92
，
本文編號(hào)：2443188
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