本文選題：防御性心理所有權(quán)　切入點(diǎn)：促進(jìn)性心理所有權(quán)　出處：《吉林大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：近年來,創(chuàng)新成為各企業(yè)關(guān)注的焦點(diǎn),成為企業(yè)在競(jìng)爭(zhēng)環(huán)境中取得優(yōu)勢(shì)地位的關(guān)鍵因素。中國(guó)剛剛迎來了“大眾創(chuàng)業(yè),萬眾創(chuàng)新”的新紀(jì)元,想在眾多企業(yè)中脫穎而出,就必須擁有其他企業(yè)不可逾越的優(yōu)勢(shì),因此創(chuàng)新的重要性不言而喻。員工作為任務(wù)執(zhí)行者,是企業(yè)蓬勃發(fā)展的根基,員工的行為直接關(guān)系著企業(yè)的績(jī)效。對(duì)于企業(yè)而言,關(guān)于組織與團(tuán)隊(duì)層面的創(chuàng)新研究已經(jīng)日趨完善,針對(duì)于個(gè)體創(chuàng)新行為的研究也逐漸得到關(guān)注。心理所有權(quán)是一種心理狀態(tài),代表著個(gè)體感覺自己擁有企業(yè)的目標(biāo)。盡管已有研究證明心理所有權(quán)能夠影響員工行為,但是大多都集中在沉默行為、組織公民行為上,而忽視了對(duì)員工創(chuàng)新行為的研究,本文以積極和消極兩個(gè)角度,分別探討促進(jìn)性心理所有權(quán)、防御性心理所有權(quán)對(duì)員工創(chuàng)新行為的作用機(jī)理。組織支持感作為組織情境因素,能夠預(yù)測(cè)員工的積極回報(bào)行為(員工創(chuàng)新行為)。因此,組織支持感可能成為“心理所有權(quán)—員工創(chuàng)新行為”之關(guān)系的預(yù)測(cè)變量。此外,中西方文化的差異,導(dǎo)致中國(guó)情境下的員工創(chuàng)新行為在作用機(jī)制方面存在特殊性。“傳統(tǒng)性”作為中國(guó)傳統(tǒng)文化的替代變量,能夠預(yù)測(cè)心理所有權(quán)與員工創(chuàng)新行為之間的關(guān)系。由此,本文引入中國(guó)人傳統(tǒng)性和組織支持感作為調(diào)節(jié)變量,探討心理所有權(quán)對(duì)員工創(chuàng)新行為的作用機(jī)制。本文以社會(huì)交換理論、調(diào)節(jié)聚焦理論和社會(huì)認(rèn)知理論等理論為立足點(diǎn),系統(tǒng)梳理了心理所有權(quán)、組織支持感、傳統(tǒng)性以及員工創(chuàng)新行為的相關(guān)研究。明確相關(guān)變量關(guān)系的基礎(chǔ)上,構(gòu)建出本文的概念模型,并提出相關(guān)研究假設(shè)。最后,本研究采用問卷調(diào)查法對(duì)研究假設(shè)進(jìn)行實(shí)證檢驗(yàn)。得到如下結(jié)論:1、促進(jìn)性心理所有權(quán)對(duì)員工創(chuàng)新行為具有促進(jìn)作用。2、防御性心理所有權(quán)對(duì)員工創(chuàng)新行為具有抑制作用。3、組織支持感正向調(diào)節(jié)促進(jìn)性心理所有權(quán)和員工創(chuàng)新行為之間的關(guān)系。4、組織支持感負(fù)向調(diào)節(jié)防御性心理所有權(quán)和員工創(chuàng)新行為之間的關(guān)系。5、傳統(tǒng)性負(fù)向調(diào)節(jié)促進(jìn)性心理所有權(quán)和員工創(chuàng)新行為之間的關(guān)系。6、傳統(tǒng)性對(duì)防御性心理所有權(quán)與員工創(chuàng)新行為之關(guān)系的調(diào)節(jié)作用不顯著。其次,本研究對(duì)上述6條結(jié)論進(jìn)行了詳細(xì)分析,并闡述了本研究結(jié)論為管理者帶來的啟示。最后,分析了本研究存在的局限性,并提出了未來的研究方向。
[Abstract]:In recent years, innovation has become the focus of attention of enterprises and a key factor for enterprises to gain an advantage in the competitive environment. China has just ushered in a new era of "mass entrepreneurship, innovation by all" and wants to stand out among many enterprises. Therefore, the importance of innovation is self-evident. Employees, as task executors, are the foundation of the vigorous development of the enterprise, and their behavior is directly related to the performance of the enterprise. The research on innovation at the organizational and team level has become more and more perfect, and the research on individual innovation behavior has been paid more and more attention. Psychological ownership is a kind of psychological state. Although it has been proved that psychological ownership can affect employee behavior, most of them focus on silent behavior, organizational citizenship behavior, and neglect the research on employee innovation behavior. From the positive and negative perspectives, this paper discusses the mechanism of promoting psychological ownership and defensive psychological ownership on employees' innovative behavior. Organizational support is the organizational situational factor. The ability to predict employees' positive reward behavior (employee innovation behavior). Therefore, organizational support may be a predictor of the relationship between "psychological ownership and employee innovation behavior." in addition, the cultural differences between China and the West, As a substitute variable of Chinese traditional culture, it can predict the relationship between psychological ownership and employee innovation behavior. This paper introduces Chinese tradition and sense of organizational support as regulatory variables to explore the mechanism of psychological ownership on employees' innovative behavior. This paper bases on the theory of social exchange, the theory of regulatory focus and the theory of social cognition. This paper systematically combs the related research of psychological ownership, organizational support, tradition and employee innovation behavior. On the basis of clarifying the relationship between relevant variables, the conceptual model of this paper is constructed, and the relevant research hypotheses are put forward. In this study, a questionnaire survey was used to test the hypothesis of the research. The conclusions are as follows: 1, promoting psychological ownership can promote employees' innovative behavior, and defensive psychological ownership can inhibit employees' innovative behavior. Role .3. the relationship between positive regulation of organizational support sense of promoting psychological ownership and employee innovation behavior .4, negative adjustment of organizational support sense of negative regulation between defensive psychological ownership and employee innovation behavior .5. traditional negative regulation. The relationship between promotive psychological ownership and employee innovation behavior. 6. The traditional regulation effect on defensive psychological ownership and employee innovation behavior is not significant. Secondly, the relationship between traditional psychological ownership and employee innovation behavior is not significant. This study makes a detailed analysis of the above six conclusions, and expounds the implications for managers. Finally, the limitations of this study are analyzed, and the future research directions are proposed.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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