新生代農(nóng)民工工作幸福感研究：個人—組織多重匹配的分析視角
發(fā)布時間：2019-07-08 13:53
【摘要】：農(nóng)民工是中國工業(yè)化、城鎮(zhèn)化進(jìn)程中出現(xiàn)的、具有鮮明特色的新事物,是經(jīng)濟(jì)增長和工業(yè)化進(jìn)程強(qiáng)大的人力資源保障。隨著經(jīng)濟(jì)社會的發(fā)展,農(nóng)民工結(jié)構(gòu)出現(xiàn)了代際轉(zhuǎn)變,80年代之后出生的新生代農(nóng)民工成為該群體的主力軍。與第一代農(nóng)民工相比,他們具有受教育程度高、職業(yè)期望高、物質(zhì)和精神要求高等特征,有著更為現(xiàn)代化的工作理念和對生活的更高期許,但工作生活環(huán)境和社會地位卻仍然與父輩相似。主觀追求與現(xiàn)實(shí)沖突形成的巨大心理反差,對新生代農(nóng)民工的幸福感知產(chǎn)生了重要影響,并集中通過工作幸福感予以體現(xiàn):工作幾乎成為他們生活的全部,工作幸福感就在很大程度上決定了其整體幸福感。富士康“連跳”事件折射出了工作幸福感缺失所造成的嚴(yán)重社會后果。因此,關(guān)注新生代農(nóng)民工這一特殊群體工作幸福感的形成及其影響,對于提升該群體的工作、生活質(zhì)量,以及雇傭企業(yè)的組織績效有著重要的學(xué)術(shù)意義和實(shí)踐價值。以往對新生代農(nóng)民工幸福感的研究范式多為探究個體特征、企業(yè)與社會環(huán)境等單一性因素對幸福感的靜態(tài)影響。然而,隨著互動心理學(xué)以及人與組織契合研究的興起,研究者們發(fā)現(xiàn)個人特質(zhì)和環(huán)境等單一變量難以解釋個體的態(tài)度和行為變化,人與環(huán)境的交互作用則可以最大程度解釋這種變異。個人—組織匹配理論同時強(qiáng)調(diào)環(huán)境與個體因素的重要性,關(guān)注個人與組織的相容性對于個體變量的影響,成為目前研究個人行為和態(tài)度的新方向。最為常用的人—組織匹配模型包含三個維度:價值觀匹配、個人需求與組織供給匹配(N-S Fit)及工作要求與個人能力的匹配(D-A Fit)三個維度,它們的含義分別為:員工個人的工作價值觀、工作目標(biāo)等基本特征是否與其所在的企業(yè)相一致,企業(yè)提供的資源和機(jī)會能否滿足員工的需要,以及員工自身所具備的知識、技能能否滿足其所在的工作崗位要求。本研究從微觀層面,探討了個人—組織匹配三維度對新生代農(nóng)民工工作幸福感的影響,并揭示了工作意義和個人現(xiàn)代性在其中的作用。本研究數(shù)據(jù)分析結(jié)果表明,新生代農(nóng)民工與其工作組織之間的三個匹配維度(價值觀匹配、個人需求與組織供給匹配、工作要求與個人能力的匹配)均對其工作幸福感具有顯著的正向影響;感知到的工作意義在此影響關(guān)系中具有中介作用;另外,新生代農(nóng)民工的個人現(xiàn)代性,即個體的價值取向,在該影響關(guān)系中有正向調(diào)節(jié)作用,主要體現(xiàn)在價值觀匹配、個人需求與組織供給匹配對工作幸福感的作用關(guān)系上。具體而言,本研究主要分四部分,各部分內(nèi)容如下:第一部分(即第一章),緒論。首先對本研究的研究背景進(jìn)行了介紹,在此基礎(chǔ)上提出了所要研究的問題,然后闡述了本研究的研究目的、研究意義、研究內(nèi)容與框架,最后說明了本研究的研究方法。第二部分(包括第二、三章),文獻(xiàn)綜述與研究假設(shè)。首先對以往的研究進(jìn)行了梳理和總結(jié),包括新生代農(nóng)民工的概念和特征,工作幸福感的概念和測量、影響因素以及新生代農(nóng)民工幸福感研究相關(guān)研究等。接著,在前面文獻(xiàn)分析的基礎(chǔ)上,立足個人-組織匹配視角,提出了本研究的研究思路,以及相關(guān)研究假設(shè),從而構(gòu)建了本研究的理論模型。第三部分(包括四、五章),研究設(shè)計與數(shù)據(jù)處理分析。首先闡述了各變量的測量、預(yù)調(diào)研情況、正式問卷內(nèi)容及發(fā)放情況,然后對本研究所采用的統(tǒng)計方法進(jìn)行了簡要概述。接著,對問卷進(jìn)行信度和效度、共同方法偏差分析,保證數(shù)據(jù)的可靠性。最后通過回歸分析來檢測研究模型的相關(guān)假設(shè)。第四部分(即第六章),研究結(jié)論與展望。概括了研究的結(jié)論,提出了本研究結(jié)果對實(shí)踐的啟示,以及本研究的不足和后續(xù)研究的展望。
[Abstract]:The peasant-worker is a new thing that emerged in the process of industrialization and urbanization in China. It is a powerful human resource guarantee in the process of economic growth and industrialization. With the development of the economy and society, the structure of the migrant workers has changed from generation to generation, and the new generation of migrant workers born in the 1980s became the main force of the group. Compared with the first-generation migrant workers, they have the characteristics of high education degree, high career expectation, high material and spiritual demand, and have more modern work concept and higher promise to life, but the working life environment and social status are still similar to those of the parents. The great psychological contrast formed by the subjective pursuit and the real-time conflict has an important influence on the sense of happiness of the new-generation migrant workers, which is reflected in the work well-being: the work is almost the whole of their lives, and the work well-being determines the overall well-being. The Foxconn "even jump" incident reflects the serious social consequences of a lack of work well-being. Therefore, it is of great academic significance and practical value to pay attention to the formation and influence of the work well-being of the special group of the new-generation migrant workers. The previous study on the well-being of the new-generation migrant workers is to explore the static effect of the individual characteristics, the enterprise and the social environment on the well-being. However, with the rise of the interaction psychology and the relationship between the human and the organization, the researchers found that the individual character and the environment and other single variables are difficult to explain the individual's attitude and behavior change, and the interaction between the human and the environment can explain the variation to the greatest extent. The theory of personal organization matching emphasizes the importance of the environment and the individual factors, and pays attention to the influence of the compatibility of the individual and the organization on the individual variables, and becomes a new way to study the individual behavior and attitude. The most common people's organization matching model includes three dimensions: value matching, personal needs and organization supply matching (N-S Fit) and matching of job requirements and personal ability (D-A Fit). Whether the basic characteristics of the working target are in line with the enterprises in which they are located, whether the resources and opportunities provided by the enterprises can meet the needs of the employees, and the knowledge and skills of the employees themselves can meet the job requirements of the employees. This study, from the micro-level, discusses the influence of the three dimensions of the individual's organization's matching on the work well-being of the new-generation migrant workers, and reveals the significance of the work and the role of the individual's modernity. The data analysis results show that the three matching dimensions (values matching, individual demand and organization supply matching, work requirements and individual ability) among the new-generation migrant workers and their working groups have a significant positive impact on their work well-being; The perceived work significance has an intermediary role in this relationship; in addition, the individual modernity of the new-generation migrant workers, that is, the value orientation of the individual, has a positive regulation in the influence relationship, which is mainly reflected in the value matching, The relationship of individual demand and organization supply to work well-being. Specifically, the main part of this study is as follows: Part one (i.e., the first chapter), introduction. First of all, the research background of this study is introduced, and the problems to be studied are put forward. Then, the purpose, significance, content and framework of this study are set forth, and the research methods of this study are also described. The second part (including the second and third chapters), the literature review and the research hypothesis. First of all, the past research has been sorted and summarized, including the concept and characteristics of the new-generation migrant workers, the concept and the measurement of the work well-being, the influence factors and the research on the well-being of the new-generation migrant workers. Then, on the basis of the previous literature analysis, based on the individual-organization matching perspective, this paper puts forward the research thinking of this study and the relevant research hypotheses, so as to construct the theoretical model of this study. The third part (including four and five chapters), the study design and the data processing analysis. The measurement, the pre-investigation, the content and the distribution of each variable are described, and the statistical methods used in this study are briefly summarized. Then, the reliability and validity of the questionnaire are carried out, the deviation analysis of the common method is carried out, and the reliability of the data is guaranteed. Finally, the correlation hypothesis of the study model is detected by the regression analysis. The fourth part (that is, the sixth chapter), the research conclusion and the prospect. The conclusions of the study are summarized, and the enlightenment of the results of this study to the practice, as well as the shortcomings of this study and the prospect of the follow-up study, are put forward.
【學(xué)位授予單位】：天津理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F323.6
本文編號：2511634
[Abstract]:The peasant-worker is a new thing that emerged in the process of industrialization and urbanization in China. It is a powerful human resource guarantee in the process of economic growth and industrialization. With the development of the economy and society, the structure of the migrant workers has changed from generation to generation, and the new generation of migrant workers born in the 1980s became the main force of the group. Compared with the first-generation migrant workers, they have the characteristics of high education degree, high career expectation, high material and spiritual demand, and have more modern work concept and higher promise to life, but the working life environment and social status are still similar to those of the parents. The great psychological contrast formed by the subjective pursuit and the real-time conflict has an important influence on the sense of happiness of the new-generation migrant workers, which is reflected in the work well-being: the work is almost the whole of their lives, and the work well-being determines the overall well-being. The Foxconn "even jump" incident reflects the serious social consequences of a lack of work well-being. Therefore, it is of great academic significance and practical value to pay attention to the formation and influence of the work well-being of the special group of the new-generation migrant workers. The previous study on the well-being of the new-generation migrant workers is to explore the static effect of the individual characteristics, the enterprise and the social environment on the well-being. However, with the rise of the interaction psychology and the relationship between the human and the organization, the researchers found that the individual character and the environment and other single variables are difficult to explain the individual's attitude and behavior change, and the interaction between the human and the environment can explain the variation to the greatest extent. The theory of personal organization matching emphasizes the importance of the environment and the individual factors, and pays attention to the influence of the compatibility of the individual and the organization on the individual variables, and becomes a new way to study the individual behavior and attitude. The most common people's organization matching model includes three dimensions: value matching, personal needs and organization supply matching (N-S Fit) and matching of job requirements and personal ability (D-A Fit). Whether the basic characteristics of the working target are in line with the enterprises in which they are located, whether the resources and opportunities provided by the enterprises can meet the needs of the employees, and the knowledge and skills of the employees themselves can meet the job requirements of the employees. This study, from the micro-level, discusses the influence of the three dimensions of the individual's organization's matching on the work well-being of the new-generation migrant workers, and reveals the significance of the work and the role of the individual's modernity. The data analysis results show that the three matching dimensions (values matching, individual demand and organization supply matching, work requirements and individual ability) among the new-generation migrant workers and their working groups have a significant positive impact on their work well-being; The perceived work significance has an intermediary role in this relationship; in addition, the individual modernity of the new-generation migrant workers, that is, the value orientation of the individual, has a positive regulation in the influence relationship, which is mainly reflected in the value matching, The relationship of individual demand and organization supply to work well-being. Specifically, the main part of this study is as follows: Part one (i.e., the first chapter), introduction. First of all, the research background of this study is introduced, and the problems to be studied are put forward. Then, the purpose, significance, content and framework of this study are set forth, and the research methods of this study are also described. The second part (including the second and third chapters), the literature review and the research hypothesis. First of all, the past research has been sorted and summarized, including the concept and characteristics of the new-generation migrant workers, the concept and the measurement of the work well-being, the influence factors and the research on the well-being of the new-generation migrant workers. Then, on the basis of the previous literature analysis, based on the individual-organization matching perspective, this paper puts forward the research thinking of this study and the relevant research hypotheses, so as to construct the theoretical model of this study. The third part (including four and five chapters), the study design and the data processing analysis. The measurement, the pre-investigation, the content and the distribution of each variable are described, and the statistical methods used in this study are briefly summarized. Then, the reliability and validity of the questionnaire are carried out, the deviation analysis of the common method is carried out, and the reliability of the data is guaranteed. Finally, the correlation hypothesis of the study model is detected by the regression analysis. The fourth part (that is, the sixth chapter), the research conclusion and the prospect. The conclusions of the study are summarized, and the enlightenment of the results of this study to the practice, as well as the shortcomings of this study and the prospect of the follow-up study, are put forward.
【學(xué)位授予單位】：天津理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F323.6
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