本文選題：工作價值取向 + 創(chuàng)新績效　； 參考：《廣東財經(jīng)大學》2017年碩士論文

【摘要】：隨著經(jīng)濟的發(fā)展,無邊界職業(yè)生涯理念和易變職業(yè)生涯理念逐漸成為新生代員工的主流職業(yè)理念,幸福感和滿意度愈來愈成為衡量個體、組織和社會發(fā)展的一個重要指標。工作價值取向強調(diào)個人在工作領(lǐng)域中對工作意義和價值的思考和定位,其對個體行為的影響也越來越受到學術(shù)界和管理界的關(guān)注。然而關(guān)于工作價值取向的作用機制黑箱的探索仍十分有限,對工作價值取向能否預測或促進員工的創(chuàng)新行為、創(chuàng)新結(jié)果和創(chuàng)新績效的研究仍沒有結(jié)論。尤其是中國背景下特殊群體的工作價值取向與創(chuàng)新績效的中間作用過程研究仍處于初級階段,也是當前研究重點。本研究致力于研究員工工作價值取向是否能夠影響職業(yè)彈性,并探索員工工作價值取向作用于其創(chuàng)新績效的內(nèi)部機制。本文通過對現(xiàn)有文獻的總結(jié)、闡述和研究,基于新生代員工群體,構(gòu)建工作價值取向各維度與職業(yè)彈性和創(chuàng)新績效之間的關(guān)系模型。并通過問卷調(diào)查法,采集249份樣本數(shù)據(jù),利用SPSS等統(tǒng)計軟件,進行相關(guān)性和回歸分析,并驗證了本文結(jié)論。主要結(jié)論如下所述:(1)新生代員工工作價值取向?qū)?chuàng)新績效有著正相關(guān)作用研究:研究結(jié)果表明新生代員工的工作價值取向的不同維度對創(chuàng)新績效有著不同的正相關(guān)關(guān)系,其中事業(yè)取向?qū)?chuàng)新績效的影響作用最大。影響路徑主要有兩個,直接影響路徑主要是工作價值取向?qū)?chuàng)新績效的直接作用,而間接影響主要是通過向影響員工的心理狀態(tài)變量職業(yè)彈性,來獲得一些額外的資源來改進組織和工作中的一些不足,最終間接提升自身的創(chuàng)新績效。(2)職業(yè)彈性在工作價值取向和創(chuàng)新績效之間起中介作用研究:研究結(jié)果顯示工作價值取向的不同維度通過影響職業(yè)彈性,進而作用于創(chuàng)新績效的作用機制。(3)人口特征變量對新生代員工工作價值取向的影響研究:研究結(jié)果表明新生代員工的年齡和受教育程度與工作價值取向之間具有相關(guān)性,其他人口特征變量與工作價值取向在數(shù)據(jù)上無關(guān)。
[Abstract]:With the development of economy, the concept of boundaryless career and changeable career has gradually become the mainstream professional concept of the new generation of employees. Happiness and satisfaction are becoming an important index to measure the development of individual, organization and society.The orientation of work value emphasizes the individual's thinking and orientation on the meaning and value of work in the field of work, and its influence on individual behavior is paid more and more attention to by academic and management circles.However, the research on the role mechanism of work value orientation is still very limited, and there is no conclusion on whether work value orientation can predict or promote employees' innovation behavior, innovation results and innovation performance.Especially, the research on the intermediate process of work value orientation and innovation performance of special groups in China is still in the primary stage, and is also the focus of current research.This study is devoted to study whether the work value orientation of employees can affect the job flexibility and explore the internal mechanism of the effect of the work value orientation on their innovation performance.By means of questionnaire survey, 249 samples were collected, and the correlation and regression analysis were carried out by using SPSS and other statistical software, and the conclusion of this paper was verified.The main conclusions are as follows: (1) New generation employees' work value orientation has positive correlation with innovation performance: the results show that the different dimensions of new generation employees' work value orientation have different positive correlation with innovation performance.Among them, career orientation has the greatest influence on innovation performance.The direct influence path is the direct effect of the work value orientation on the innovation performance, while the indirect influence is mainly through the influence of the psychological state variables of the employees career elasticity.To obtain some additional resources to improve the organization and work of some of the deficiencies,Finally indirectly improve their own innovation performance. 2) Vocational elasticity plays an intermediary role between work value orientation and innovation performance: the results show that different dimensions of work value orientation influence occupational elasticity.The effect of population characteristic variables on the work value orientation of the new generation employees is studied. The results show that there is a correlation between the age, education level and work value orientation of the new generation employees.Other demographic variables have nothing to do with work value orientation on data.
【學位授予單位】：廣東財經(jīng)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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