本文關(guān)鍵詞： 建言認(rèn)知理論 建言行為 心理安全感 建言角色認(rèn)同 工作壓力　出處：《中國科學(xué)技術(shù)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：員工的有效意見能夠幫助企業(yè)快速發(fā)現(xiàn)組織中存在的問題,改善組織流程。但建言行為具有一定的挑戰(zhàn)性和風(fēng)險(xiǎn)性,建言可能會損害員工人際關(guān)系或留下不好的印象,因而員工建言需要一定的認(rèn)知過程。目前有關(guān)員工建言行為研究多基于建言相關(guān)變量研究,從認(rèn)知角度出發(fā)的建言行為研究較少。本文基于多種建言行為認(rèn)知理論,建立員工建言行為的認(rèn)知模型。通過構(gòu)建促進(jìn)性因子、抑制性因子與建言行為間的認(rèn)知模型來解釋不同情境下員工的建言認(rèn)知過程。本文采取問卷調(diào)查的方法,對300名員工進(jìn)行建言認(rèn)知情況調(diào)查。采用兩階段的方法進(jìn)行問卷的發(fā)放,員工回答建言行為的前因變量和認(rèn)知變量問卷,員工直屬上司回答員工建言行為表現(xiàn)的問卷。研究發(fā)現(xiàn)心理安全感、建言角色認(rèn)同促進(jìn)員工建言;不同維度的工作壓力與建言行為的關(guān)系不同,挑戰(zhàn)性壓力促進(jìn)建言行為,阻礙性壓力抑制建言行為。通過多重中介效應(yīng)分析可以得出,員工在不同的情境下對于建言的認(rèn)知不同,心理安全感、建言角色認(rèn)同提高建言行為主要因?yàn)閱T工建言價(jià)值認(rèn)知中介作用顯著促進(jìn)員工建言。挑戰(zhàn)性工作壓力促進(jìn)建言行為是因?yàn)榻ㄑ詢r(jià)值認(rèn)知的中介效應(yīng)顯著于建言成本認(rèn)知,員工感知建言價(jià)值大于成本而建言。阻礙性工作壓力抑制建言行為,建言成本認(rèn)知的中介作用顯著,而建言價(jià)值認(rèn)知的作用不顯著。根據(jù)成本效益理論和建言內(nèi)隱理論,可以推測在有利的條件下,員工建言多出于一種理性的思考;環(huán)境不利時(shí)員工拒絕建言更多是出于本能反應(yīng),這種本能是長期的社會文化和組織反饋的結(jié)果。本文采用建言行為的認(rèn)知理論,實(shí)證驗(yàn)證了建言行為的認(rèn)知模型,進(jìn)一步豐富了建言行為的認(rèn)知理論。不同情境下的員工建言認(rèn)知模型有利于幫助企業(yè)根據(jù)具體的情況采取適當(dāng)?shù)氖侄未龠M(jìn)員工建言。同時(shí)本文得出挑戰(zhàn)性工作壓力促進(jìn)建言行為的結(jié)果也驗(yàn)證了工作壓力的兩面性。
[Abstract]:The effective opinions of employees can help enterprises quickly find out the problems existing in the organization and improve the organizational process. But the behavior of advice is challenging and risky, and advice may damage the interpersonal relationship of employees or leave a bad impression. Therefore, employee advice needs a certain cognitive process. At present, most of the researches on employee's speech behavior are based on the related variables, but there are few studies on it from the perspective of cognition. This paper is based on a variety of cognitive theories of constructive behavior. The cognitive model of employee's speech behavior is established, and the cognitive model between promotive factor, inhibitory factor and speech behavior is constructed to explain the process of employee's speech cognition under different situations. The method of questionnaire survey is adopted in this paper. The questionnaire was conducted on 300 employees. The questionnaire was distributed with a two-stage method. The employees responded to the questionnaire of the antecedents and cognitive variables of the speech behavior. The research found that the psychological security, the role identity of advice and the relationship between work stress and constructive behavior were different in different dimensions, and the challenging stress promoted the constructive behavior. Through the analysis of multiple mediating effects, it can be concluded that employees have different cognition and sense of psychological security in different situations. The main reason for the improvement of constructive role identity is that the mediating role of employees' perceived value of advice significantly promotes employee's advice, and the stress of challenging work promotes the constructive behavior because the intermediary effect of the cognition of constructive value is more significant than that of the cognition of constructive cost. According to the cost-benefit theory and implicit theory, the staff's perception of constructive value is greater than the cost, the obstructive work pressure inhibits the constructive behavior, the mediating effect of the constructive cost cognition is significant, but the effect of the constructive value cognition is not significant. It can be inferred that under favorable conditions, employees' opinions are mostly based on a rational thinking; when the environment is not favourable, the employees' refusal to make suggestions is more out of instinctive reaction. This instinct is the result of long-term sociocultural and organizational feedback. It further enriches the cognitive theory of speech behavior. The cognitive model of employee advice under different circumstances is helpful to help enterprises to take appropriate measures to promote employee advice according to the specific situation. Meanwhile, this paper draws the conclusion of challenging work pressure. The result of promoting constructive behavior also verifies the two sides of work stress.
【學(xué)位授予單位】：中國科學(xué)技術(shù)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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