本文選題：人格特質(zhì)　切入點：變革型領(lǐng)導(dǎo)　出處：《天津工業(yè)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著知識經(jīng)濟的快速發(fā)展,企業(yè)之間的競爭逐漸從原來的產(chǎn)品競爭和市場競爭向人才競爭轉(zhuǎn)變,而個體的人格特征又會對個體的行為和績效產(chǎn)生影響,因此,招聘到與工作相匹配的員工是企業(yè)取得高績效的關(guān)鍵。人格特質(zhì)對工作績效的預(yù)測力研究一直備受組織行為學(xué)的關(guān)注,為了豐富人格特質(zhì)和工作績效方面的研究,本文在前人對人格特質(zhì)和工作績效關(guān)系研究的基礎(chǔ)上,進(jìn)一步經(jīng)過實證研究得出員工人格特質(zhì)對工作績效的作用路徑,并首次引入變革型領(lǐng)導(dǎo)作為調(diào)節(jié)變量,以考察員工人格特質(zhì)、變革型領(lǐng)導(dǎo)和工作績效之間的關(guān)系,深入探究變革型領(lǐng)導(dǎo)在員工人格特質(zhì)和工作績效的關(guān)系中所起到的調(diào)節(jié)作用。本研究在對人格特質(zhì)、變革型領(lǐng)導(dǎo)和工作績效相關(guān)理論進(jìn)行回顧和總結(jié)的基礎(chǔ)上,選取知識型員工作為研究對象,采用大五人格量表作為人格特質(zhì)問卷,通過問卷調(diào)查獲取數(shù)據(jù),綜合使用SPSS17.0和AM0S21.0軟件,運用結(jié)構(gòu)方程模型和層次回歸分析驗證了人格特質(zhì)和變革型領(lǐng)導(dǎo)對工作績效的影響以及變革型領(lǐng)導(dǎo)對員工人格特質(zhì)和工作績效之間關(guān)系的調(diào)節(jié)作用。人格特質(zhì)包括外傾性、宜人性、盡責(zé)性、情緒穩(wěn)定性和開放性五個維度,研究結(jié)果表明,人口特征變量工作年限對工作績效有顯著的正向影響;人格特質(zhì)不同維度對工作績效均有正向影響,其中員工的外傾性、宜人性、盡責(zé)性和開放性對工作績效均有顯著的正向影響;情緒穩(wěn)定性對工作績效有正向影響但并不顯著;變革型領(lǐng)導(dǎo)對工作績效有顯著的正向影響;變革型領(lǐng)導(dǎo)顯著調(diào)節(jié)外傾性、盡責(zé)性、情緒穩(wěn)定性、開放性對工作績效的影響,具體表現(xiàn)為,具有高變革型領(lǐng)導(dǎo)水平上級的員工,其外傾性、盡責(zé)性、情緒穩(wěn)定性、開放性對工作績效的影響強于具有低變革型領(lǐng)導(dǎo)水平上級的員工。本文對研究結(jié)果進(jìn)行了分析,并為企業(yè)提高知識型員工工作績效提供了具體的對策和建議,最后得出了了本文的研究結(jié)論,并且指出了本研究的不足之處以及未來的研究方向。
[Abstract]:With the rapid development of knowledge economy, the competition among enterprises gradually changes from the original product competition and the market competition to the talent competition, and the personality characteristics of the individual will have an impact on the individual behavior and performance. The key to achieve high performance is to recruit employees who match the work. The research on the predictive power of personality traits to job performance has been concerned by organizational behavior, in order to enrich the personality traits and job performance research, On the basis of the previous researches on the relationship between personality traits and job performance, this paper, through empirical research, draws a conclusion that employee personality traits play a role in job performance, and for the first time introduces transformational leadership as a regulating variable. In order to investigate the relationship between employee personality traits, transformational leadership and job performance, and to explore the regulatory role of transformational leadership in the relationship between employee personality traits and job performance. On the basis of reviewing and summarizing the relevant theories of transformational leadership and job performance, the author selects the knowledge workers as the research object, adopts the Big five Personality scale as the personality trait questionnaire, and obtains the data through the questionnaire. Combined use of SPSS17.0 and AM0S21.0 software, The effects of personality traits and transformational leadership on job performance are verified by using structural equation model and hierarchical regression analysis. Personality traits include extroversion. The results show that the working years of population characteristic variables have significant positive effects on job performance, and different dimensions of personality traits have positive effects on job performance. Among them, employees' extraversion, amenity, due diligence and openness have significant positive effects on job performance, emotional stability has a positive effect on job performance, and transformational leadership has a significant positive impact on job performance. Transformational leadership significantly regulates extroversion, due diligence, emotional stability, openness to work performance, specifically, the employees with a high level of transformational leadership, their extroversion, due diligence, emotional stability, The effect of openness on job performance is stronger than that of employees with low level of transformational leadership. This paper analyzes the results of the research and provides specific countermeasures and suggestions for enterprises to improve the performance of knowledge workers. Finally, the conclusion of this paper is drawn, and the shortcomings of this study and the future research direction are pointed out.
【學(xué)位授予單位】：天津工業(yè)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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