本文選題：自我效能感 + 心理安全感��； 參考：《哈爾濱工業(yè)大學(xué)》2017年碩士論文

【摘要】：在高速發(fā)展的經(jīng)濟(jì)環(huán)境下,創(chuàng)新、變革已經(jīng)成為每一個企業(yè)的生存法則,唯有以改變應(yīng)萬變才能保證企業(yè)長久的發(fā)展下去。而建言作為組織內(nèi)部信息溝通的重要方式之一,對于推動組織創(chuàng)新與變革有十分關(guān)鍵的作用。因此,管理者應(yīng)該意識到建言行為的重大意義。本文基于環(huán)境不確定性理論與社會交換理論,研究自我效能感對檢驗行為的影響作用,考察心理安全感在建言行為與自我效能感之間的中介作用,同時把組織公平感作為調(diào)節(jié)變量,探討其三個維度(分配公平、程序公平與互動公平)對自我效能感與心理安全感關(guān)系的影響。意在通過本研究豐富現(xiàn)有建言相關(guān)理論,同時為企業(yè)鼓勵員工建言行為提供參考意見。本研究通過實地發(fā)放問卷與網(wǎng)絡(luò)發(fā)放問卷兩種途徑進(jìn)行數(shù)據(jù)收集,共發(fā)出270份,回收有效數(shù)據(jù)241份,有效回收率為89.26%。調(diào)查所用問卷借鑒了現(xiàn)有的成熟量表,并根據(jù)預(yù)調(diào)研結(jié)果和具體研究目的做了稍微調(diào)整,信度分析與效度分析結(jié)果證明問卷具有良好的信度與效度。然后利用SPSS軟件對收集到的數(shù)據(jù)進(jìn)行整理分析。首先,為了解樣本的基本情況進(jìn)行描述性統(tǒng)計分析;其次,對人口統(tǒng)計學(xué)變量進(jìn)行方差分析,發(fā)現(xiàn)年齡和學(xué)歷兩個因素會對中介變量和因變量產(chǎn)生影響,把其設(shè)為控制變量;再次,進(jìn)行變量的相關(guān)性分析,理清變量之間的相關(guān)關(guān)系;最后,利用回歸分析對文中假設(shè)進(jìn)行檢驗,驗證自我效能感對建言行為的兩個維度均有顯著正向影響、心理安全感在自我效能感與建言行為兩個維度之間起到部分中介作用、程序公平與互動公平在自我效能感與心理安全感之間有顯著調(diào)節(jié)作用,分配公平?jīng)]有顯著調(diào)節(jié)作用。根據(jù)研究結(jié)果,本文針對企業(yè)如何鼓勵員工建言行為提出如下建議:第一,利用獎勵機(jī)制與提高員工自我效能感兩種手段來增強(qiáng)員工的建言動機(jī);第二營造良好的企業(yè)建言氛圍與組織公平氛圍,讓員工處于公平、透明的環(huán)境中,增強(qiáng)其心理安全感,從而敢于建言;第三,領(lǐng)導(dǎo)作為建言行為的接受者,應(yīng)擔(dān)任起支持者、鼓勵者與傾聽者三種角色,對員工的建言行為予以肯定,增加員工的自我效能感與工作主動性,從而表現(xiàn)出更多的建言行為。因為建言行為的發(fā)生并不只受某一單一因素的影響,因此應(yīng)從多方面入手,結(jié)合多種方式來鼓勵員工建言。
[Abstract]:In the rapid development of economic environment, innovation and change has become the survival rule of every enterprise, only by changing to change can ensure the long-term development of enterprises. As one of the important ways of internal information communication, advice plays a key role in promoting organizational innovation and change. Therefore, managers should be aware of the significance of constructive behavior. Based on the theory of environmental uncertainty and social exchange, this paper studies the effect of self-efficacy on test behavior, and examines the intermediary role of psychological security between constructive behavior and self-efficacy. At the same time, taking the sense of organizational justice as the regulating variable, this paper discusses the influence of its three dimensions (distributive equity, procedural fairness and interactive fairness) on the relationship between self-efficacy and psychological security. The purpose of this study is to enrich the existing theory of advice, and to provide reference for enterprises to encourage employee advice. In this study, 270 questionnaires were sent out, 241 valid data were recovered, and the effective recovery rate was 89.26%. The questionnaire used in this study draws lessons from the existing mature scale and is adjusted slightly according to the results of pre-survey and specific research purposes. The reliability analysis and validity analysis results show that the questionnaire has good reliability and validity. Then the SPSS software is used to analyze the collected data. First of all, in order to understand the basic situation of the sample for descriptive statistical analysis; secondly, the variance analysis of demographic variables, found that age and education will have an impact on the intermediary variables and dependent variables, set them as control variables; Thirdly, the correlation analysis of variables is carried out to clarify the correlation between variables. Finally, regression analysis is used to test the hypothesis of the paper, and it is verified that self-efficacy has a significant positive impact on the two dimensions of constructive behavior. Psychological security plays a part of intermediary role between the two dimensions of self-efficacy and constructive behavior, procedural fairness and interactive equity have significant regulatory role between self-efficacy and psychological security, distribution equity has no significant regulatory role. According to the results of the study, this paper puts forward the following suggestions on how to encourage employees to make suggestions: first, using the reward mechanism and improving employees' self-efficacy to enhance employees' motivation to advise; Second, to create a good atmosphere of corporate advice and organizational justice, to make employees in a fair and transparent environment, to enhance their psychological security, and thus to dare to make suggestions; third, the leader, as the recipient of the constructive behavior, should act as a supporter. The three roles of the motivator and the listener affirm the employee's constructive behavior and increase the employee's self-efficacy and work initiative so as to show more constructive behavior. Because the occurrence of advice behavior is not only affected by a single factor, so we should start from many aspects, combine many ways to encourage employees to advise.
【學(xué)位授予單位】：哈爾濱工業(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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