本文選題：人與組織匹配 + 工作幸福感��； 參考：《閩南師范大學(xué)》2017年碩士論文

【摘要】：主觀幸福感的提升能夠有效的促進(jìn)員工的工作績(jī)效和敬業(yè)度,關(guān)于此研究已經(jīng)受到了國(guó)內(nèi)外學(xué)者的關(guān)注,現(xiàn)在則更多的集中于對(duì)工作幸福感的研究。知識(shí)型員工是當(dāng)下信息時(shí)代經(jīng)濟(jì)發(fā)展的最關(guān)鍵的因素,因此關(guān)于其工作幸福感的研究對(duì)于企業(yè)的發(fā)展有著至關(guān)重要的作用。本文在人與組織匹配的環(huán)境下,結(jié)合組織認(rèn)同以及來(lái)源于主管的支持等條件,研究影響著知識(shí)型員工工作幸福感提升的主要因素。在詳細(xì)梳理文獻(xiàn)的基礎(chǔ)上,結(jié)合訪談及問(wèn)卷調(diào)查的方式修訂了知識(shí)型員工工作幸福感測(cè)量問(wèn)卷,以此為工具探究影響工作幸福感的因素。得到的主要結(jié)論有:(1)知識(shí)型員工工作幸福感由薪酬滿意、工作自由、人際和諧、環(huán)境控制、自我發(fā)展五個(gè)因子構(gòu)成。(2)人與組織匹配及其三個(gè)維度(價(jià)值觀匹配、需求—供給匹配、要求—能力匹配)對(duì)知識(shí)型員工工作幸福感有著顯著的正向影響,其中需求—供給匹配對(duì)工作幸福感的影響最大。(3)組織認(rèn)同及其三個(gè)維度(評(píng)價(jià)性、情感性、認(rèn)知性)對(duì)知識(shí)型員工工作幸福感有著顯著的正向作用,其中認(rèn)知性組織認(rèn)同對(duì)工作幸福感的影響最大。(4)主管支持對(duì)知識(shí)型員工工作幸福感有著顯著的正向影響。(5)組織認(rèn)同在人與組織匹配與知識(shí)型員工工作幸福感之間的關(guān)系中起著部分中介的作用。(6)主管支持在人與組織匹配與知識(shí)型員工工作幸福感之間起著部分中介的作用。
[Abstract]:The promotion of subjective well-being can effectively promote employees' job performance and engagement. This research has been paid attention to by domestic and foreign scholars, but now more focused on the study of job well-being. Knowledge workers are the most critical factor in the economic development in the information age, so the research on their work happiness plays an important role in the development of enterprises. This paper studies the main factors that affect the work happiness of knowledge workers in the environment of matching between people and organizations, combined with organizational identity and support from supervisors. On the basis of combing the literature in detail, the questionnaire of knowledge workers' job well-being was revised by means of interviews and questionnaires, which was used as a tool to explore the factors affecting job well-being. The main conclusions are as follows: (1) knowledge workers' job happiness consists of five factors: salary satisfaction, job freedom, interpersonal harmony, environmental control, self-development, and their three dimensions (value matching). Demand-supply matching and request-ability matching have significant positive effects on job well being of knowledge workers, in which demand-supply matching has the greatest influence on job well being.) organizational identity and its three dimensions (evaluative, affective, etc. Cognitive) has a significant positive effect on job well being of knowledge workers, Cognitive organizational identity has the greatest impact on job well-being.) Supervisor support has a significant positive impact on knowledge workers' job well-being. 5) organizational identity is between people and organization matching and knowledge workers' job well-being. The supervisor supports the role of a partial intermediary between the matching of people and organizations and the job well being of knowledge workers.
【學(xué)位授予單位】：閩南師范大學(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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