發(fā)布時間：2018-07-10 08:17

  本文選題：個人權力感知 + 權力距離�。� 參考：《華中師范大學》2017年碩士論文

【摘要】：在組織中,員工的沉默行為正在嚴重地阻礙著企業(yè)的經(jīng)營與健康和諧的發(fā)展,或出于個人原因,或出于組織因素,員工對與工作相關的想法、觀點、意見等信息知而不言,而個人權力感知的影響機制是促成員工沉默行為的一個重要原因變量。本文基于權力的接近-抑制理論,研究了在中國背景下,員工個人權力感知與員工沉默行為的關系及其影響與機制作用,以及權力距離對兩者之間關系的調(diào)節(jié)作用。通過設計調(diào)查問卷,對企業(yè)的領導和員工進行調(diào)查,將收集的164份有效問卷進行整理,運用SPSS軟件,對數(shù)據(jù)進行分析,分層次研究領導和員工的個人權力感知以及權力距離導向?qū)T工沉默行為的影響。在本文中,員工個人權力感知作為原因變量,員工沉默則為結果變量,權力距離作為調(diào)節(jié)變量,調(diào)節(jié)著員工個人權力感知和員工沉默之間的關系。而權力距離在本文中是以中國幾千年來深受等級制度和尊卑有序觀念影響的文化背景下展開的研究。在對員工沉默的維度進行文獻研究的過程中,國外的研究將員工沉默的維度主要分為默許性員工沉默、防御性員工沉默、親社會性員工沉默,而國內(nèi)權威學者結合中國具體情況將員工沉默分為默許性員工沉默、防御性員工沉默、漠視性員工沉默,結合國內(nèi)外研究,因此本文選取了默許性員工沉默和防御性員工沉默兩個維度。研究結果表明,員工個人權力感知與員工沉默之間呈負相關性,員工個人權力感知越低,員工越容易保持沉默。員工個人權力感知對員工默許性沉默行為有負向影響,對員工防御性沉默行為也有負向影響。而員工個人權力感知與員工沉默行為之間的關系又受到權力距離的正向調(diào)節(jié)影響,即權力距離越大,這種正向關系越強,權力距離越大,員工對自己擁有的自由度和授權感知越低,越容易保留組織中潛在事件的相關信息或建議。權力距離在員工個人權力感知對默許性沉默行為的影響中存在調(diào)節(jié)作用,同時,也在員工個人權力感知對防御性沉默行為的影響中存在調(diào)節(jié)作用。最后本文對研究結果進行了討論,就企業(yè)和組織中的員工沉默行為給出了一些對策建議。此外,還從本次研究的實際情況和效果提出了本研究的不足之處,對未來的研究方向作出了幾點展望。
[Abstract]:In the organization, the silent behavior of the employees is seriously hindering the harmonious development of the management and health of the enterprise, either for personal reasons or for organizational reasons, the employee knows but does not speak to the information related to the work, such as thoughts, opinions, etc. The influence mechanism of personal power perception is an important factor that contributes to employee silence behavior. Based on the theory of proximity and suppression of power, this paper studies the relationship between employee's personal power perception and employee's silence behavior, its influence and mechanism, and the adjustment of power distance to the relationship between them under the background of China. Through the design of questionnaire, the leaders and employees of enterprises were investigated, 164 valid questionnaires were collected, and the data were analyzed by using SPSS software. The influence of leadership and employee's personal power perception and power distance orientation on employee silence behavior was studied in different levels. In this paper, employee's personal power perception is the cause variable, the employee silence is the result variable, and the power distance is the adjusting variable, which regulates the relationship between employee's personal power perception and employee's silence. In this paper, the distance of power is studied under the cultural background which is deeply influenced by hierarchical system and the idea of order of inferiority for thousands of years in China. In the process of literature research on the dimension of employee silence, foreign studies mainly divide the dimensions of employee silence into acquiescence, defensive, and pro-social employee silence. According to the specific situation in China, domestic authoritative scholars divide employee silence into acquiescence, defensive, indifferent, domestic and foreign research. So this paper chooses two dimensions of acquiescence employee silence and defensive employee silence. The results show that there is a negative correlation between employee's personal power perception and employee's silence, and the lower the employee's personal power perception is, the easier it is for employees to remain silent. Personal power perception has a negative effect on acquiescence behavior and defensive silence behavior. The relationship between employee's personal power perception and employee's silence behavior is influenced by the positive adjustment of power distance, that is, the bigger the power distance, the stronger the positive relationship is, the greater the power distance is. The lower the employee's awareness of their freedom and delegation, the easier it is to retain information or advice on potential events in the organization. Power distance regulates the influence of employee's personal power perception on tacit silence behavior, and it also regulates employee's personal power perception's influence on defensive silence behavior. Finally, this paper discusses the results of the study, and gives some countermeasures and suggestions on employee silence behavior in enterprises and organizations. In addition, the deficiency of this study is put forward from the actual situation and effect of this study, and the future research direction is prospected.
【學位授予單位】：華中師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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本文編號：2112787