本文選題：主動(dòng)性人格 + 親組織非倫理行為��； 參考：《華中師范大學(xué)》2017年碩士論文

【摘要】：隨著組織經(jīng)營(yíng)環(huán)境的日益動(dòng)態(tài)化和超競(jìng)爭(zhēng)化,傳統(tǒng)的消極適應(yīng)、被動(dòng)接受任務(wù)的員工已不再適應(yīng)時(shí)代發(fā)展的要求。從華為的“讓聽得見炮火的人做決策”到海爾的“無邊界組織”理論,管理者的不斷放權(quán),讓員工的主動(dòng)性日益成為促進(jìn)企業(yè)成功經(jīng)營(yíng)的重要資源。實(shí)際上,最新研究結(jié)果表明,在很多的時(shí)候,員工可以主動(dòng)的采取行動(dòng)去完成組織任務(wù),這種行為的重要體現(xiàn)就是員工可以主動(dòng)打破當(dāng)前的環(huán)境對(duì)其行為造成的約束,從而形成更為有利于完成組織任務(wù)的新環(huán)境,這正契合了主動(dòng)性人格的概念。該人格反映了個(gè)體不受情境阻力的制約,不斷的尋求新路徑、把握新機(jī)會(huì),主動(dòng)采取行為以改變外部環(huán)境的行為傾向性。大量研究表明,主動(dòng)性人格對(duì)工作場(chǎng)所相關(guān)行為具有積極效果。為進(jìn)一步認(rèn)識(shí)主動(dòng)性人格的作用效果,本文基于關(guān)系視角和交互作用理論,分別檢驗(yàn)了主動(dòng)性人格對(duì)親組織非倫理行為的直接影響及組織文化的調(diào)節(jié)作用。來自304對(duì)上下級(jí)匹配的數(shù)據(jù)表明,個(gè)體的主動(dòng)性人格特質(zhì)會(huì)促使其從事親組織非倫理行為。組織層面的結(jié)果導(dǎo)向文化、實(shí)用性文化與主動(dòng)性人格的交互作用均可正向影響個(gè)體的親組織非倫理行為。本研究結(jié)果表明,主動(dòng)性人格的個(gè)體會(huì)基于利于組織目的從事非倫理行為,不利于組織的長(zhǎng)遠(yuǎn)發(fā)展,即該人格特質(zhì)對(duì)組織存在消極影響。
[Abstract]:With the increasingly dynamic and super-competitive organizational environment, the traditional passive adaptation, passive acceptance of the task of employees no longer adapt to the requirements of the development of the times. From Huawei's "making decisions by people who can hear fire" to Haier's theory of "borderless organization" and the constant decentralization of managers, the initiative of employees is increasingly becoming an important resource to promote the success of enterprises. In fact, new research results show that, in many cases, employees can take the initiative to complete organizational tasks, and the important manifestation of this behavior is that employees can take the initiative to break the constraints imposed on their behavior by the current environment. Therefore, a new environment which is more favorable to the completion of organizational tasks is formed, which coincides with the concept of active personality. The personality reflects the individual is not restricted by the situation, constantly seek new ways, seize new opportunities, take the initiative to take action to change the behavior of the external environment tendentiousness. A large number of studies have shown that active personality has a positive effect on workplace-related behaviors. In order to further understand the effect of active personality, this paper examines the direct influence of active personality on non-ethical behavior of pro-organization and the regulative effect of organizational culture based on the perspective of relationship and the theory of interaction. Data from 304 pairs of superior and subordinate matches show that individuals' active personality traits encourage them to engage in pro-organizational non-ethical behavior. At the organizational level, the interaction between practical culture and active personality can positively influence the non-ethical behavior of the individual. The results of this study show that the individual of active personality will engage in non-ethical behavior for the benefit of organizational purposes, which is not conducive to the long-term development of the organization, that is, the personality trait has a negative impact on the organization.
【學(xué)位授予單位】：華中師范大學(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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本文編號(hào)：1803530