本文選題：金錢激勵氛圍　切入點(diǎn)：員工-組織經(jīng)濟(jì)交換　出處：《華中師范大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：改革開放以來,社會主義市場經(jīng)濟(jì)的發(fā)展,解決了計劃經(jīng)濟(jì)時代嚴(yán)重的平均主義問題。但隨著社會主義市場經(jīng)濟(jì)的發(fā)展和全球化,企業(yè)的發(fā)展機(jī)制體制出現(xiàn)了新的問題和挑戰(zhàn)。在人力資源領(lǐng)域,我國不斷學(xué)習(xí)西方的先進(jìn)理念來指導(dǎo)實(shí)踐。但現(xiàn)階段我國處于社會主義市場經(jīng)濟(jì)轉(zhuǎn)型期,加之人們的思想觀念也發(fā)生了深刻變化,直接照搬西方的激勵理論來指導(dǎo)我國的企業(yè)實(shí)踐,已無法滿足企業(yè)發(fā)展的需要,為了企業(yè)的長遠(yuǎn)發(fā)展,需要結(jié)合實(shí)際,制定有效的激勵制度來激勵員工。本研究從員工-組織關(guān)系的視角,結(jié)合社會交換理論,以企業(yè)員工為研究對象,探究企業(yè)金錢激勵氛圍對員工工作幸福感和親社會行為的影響,驗證員工-組織經(jīng)濟(jì)交換和社會交換在以上關(guān)系中所起的中介作用,并討論了不同人口學(xué)變量在各個變量上的差異性。研究一通過50名企業(yè)員工的開放性問卷調(diào)查和訪談,編制了《金錢激勵氛圍》量表,對112名企業(yè)員工進(jìn)行預(yù)調(diào)研,經(jīng)過探索性因素分析和驗證性因素分析得到5個條目。研究二涉及47家企業(yè),258名企業(yè)員工,研究樣本分布較為廣泛,代表性良好。結(jié)果表明,金錢激勵氛圍負(fù)向影響工作滿意度(β=-0.215,p0.001)、OCB-O(β=-0.241,p0.001)和 OCB-I(β=-0.090,p=0.071);金錢激勵氛圍正向影響員工-組織經(jīng)濟(jì)交換(β=0.609, p0.001),負(fù)向影響員工-組織社會交換(β=-0.154,p0.01);員工-組織經(jīng)濟(jì)交換負(fù)向影響工作滿意度(β=-0.116, p0.05)、OCB-O(β=-0.234,p0.001),員工-組織社會交換正向影響工作滿意度(β=0.391,p0.001)、OCB-O(β=0.187,p0.001)和 OCB-I(β=0.444,p0.001)�？偟膩碚f,員工-組織經(jīng)濟(jì)交換在金錢激勵氛圍和工作滿意度、OCB-O的關(guān)系中起部分中介作用,中介效應(yīng)值分別為-0.071和-0.143。員工-組織社會交換在金錢激勵氛圍和工作滿意度、OCB-O的關(guān)系中均起部分中介作用,中介效應(yīng)值分別為-0.060、-0.029。員工-組織社會交換在金錢激勵氛圍和OCB-I的關(guān)系中起完全中介作用,中介效應(yīng)值為-0.068。基于本研究的結(jié)果,未來企業(yè)在采取激勵措施時,要考慮到金錢激勵的作用,有針對性對員工提供不同的激勵措施,以求最低成本、最大效果地實(shí)現(xiàn)目標(biāo)。在當(dāng)前社會主義市場經(jīng)濟(jì)轉(zhuǎn)型期,本研究希望能夠為企業(yè)改善激勵制度,提高員工工作幸福感提供理論依據(jù)。
[Abstract]:Since the reform and opening up, the development of the socialist market economy has solved the serious equalitarianism problem in the planned economy era. However, with the development of the socialist market economy and globalization, New problems and challenges have emerged in the development mechanism system of enterprises. In the field of human resources, our country is constantly learning the advanced ideas of the West to guide the practice. However, at the present stage, China is in the transition period of socialist market economy. In addition, people's ideas have also undergone profound changes. Direct imitation of the western incentive theory to guide the enterprise practice in our country has not been able to meet the needs of the development of enterprises. For the long-term development of enterprises, it is necessary to combine with reality. From the perspective of the staff-organization relationship and the theory of social exchange, this study takes the enterprise employees as the research object. To explore the influence of financial incentive atmosphere on employee's job happiness and pro-social behavior, and to verify the intermediary role of staff-organizational economic exchange and social exchange in the above relationships. The paper also discusses the differences of different demographic variables on each variable. In the first study, through the open questionnaire survey and interview of 50 employees, the "money incentive atmosphere" scale was compiled, and 112 employees were investigated in advance. Through exploratory factor analysis and confirmatory factor analysis, five items were obtained. The second study involved 258 employees in 47 enterprises. The monetary incentive atmosphere negatively affected job satisfaction (尾 -0.215p 0.001) and OCB-I (尾 -0.090 p0.071); the monetary incentive atmosphere positively affected the staff-organizational economic exchange (尾 0.609, p 0.001), the negative effect on staff-organizational social exchange (尾 -0.154) p0.01; the staff-organizational economic exchange negatively affected the work-related economy exchange (尾 -0.154); the employee-organizational economic exchange negatively affected the work-related economy exchange (尾 -0.609, p 0.001). Meaning (尾 -0.116, p 0.05) OCB-O (尾 -0.234), employee / organizational social exchange positively affects job satisfaction (尾 0.391g / p 0.001) and OCB-O (尾 -0.187 / p0.001) and OCB-I (尾 -0.444U / p 0.001). Generally speaking, OCB-O (尾 -0.184) and OCB-I (尾 0.444p0.001) have positive effects on job satisfaction (尾 0.391g / p 0.001). Employee-organizational economic exchange plays an intermediary role in the relationship between monetary incentive climate and job satisfaction. The intermediary effect values were -0.071 and -0.143 respectively. The staff-organizational social exchange played a part of intermediary role in the relationship between monetary incentive atmosphere and job satisfaction degree (OCB-O). The intermediary effect values are -0.060 and -0.029 respectively. The staff-organizational social exchange plays a complete intermediary role in the relationship between monetary incentive atmosphere and OCB-I, and the intermediary effect value is -0.068. Based on the results of this study, when enterprises take incentive measures in the future, To consider the role of monetary incentives, targeted employees to provide different incentives, in order to achieve the lowest cost, maximum effectiveness. In the current period of socialist market economy transformation, The purpose of this study is to provide theoretical basis for enterprises to improve their incentive system and enhance their work well-being.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;B849

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