發(fā)布時間：2018-07-15 10:14

【摘要】：隨著社會發(fā)展,人們的經(jīng)濟(jì)收入水平有了大幅度提升,而自身幸福感程度卻止步不前。幸福感不僅會對個體身體、心理健康以及組織發(fā)展產(chǎn)生重要影響,而且能夠促進(jìn)社會的穩(wěn)定與進(jìn)步。在中國情境下,人際交往之間重“關(guān)系”和在企業(yè)中領(lǐng)導(dǎo)居于核心地位的特殊文化背景之下,員工在企業(yè)中獲取資源、空間、晉升、培訓(xùn)和授權(quán)等因素都和與領(lǐng)導(dǎo)之間關(guān)系質(zhì)量的高低息息相關(guān)。能否獲取以及獲取資源的多少都直接關(guān)系到員工的滿意度和幸福感。當(dāng)前對企業(yè)員工幸福感的研究仍不夠深入,領(lǐng)導(dǎo)與下屬之間關(guān)系質(zhì)量的高低對員工幸福感的影響機(jī)理仍處于不明晰的狀態(tài)。因此,本文通過實(shí)證收集和分析635份領(lǐng)導(dǎo)-員工配對樣本問卷基礎(chǔ)上,探討了領(lǐng)導(dǎo)-部屬交換對員工的幸福感的影響�？疾炝祟I(lǐng)導(dǎo)-部屬交換、情感承諾、內(nèi)部人身份認(rèn)知和員工幸福感之間的關(guān)系。研究結(jié)果表明:(1)領(lǐng)導(dǎo)-部屬交換對員工的幸福感顯著正相關(guān),即在組織中高質(zhì)量的領(lǐng)導(dǎo)-部屬交換關(guān)系能夠顯著提升員工幸福感。隨著領(lǐng)導(dǎo)-部屬交換質(zhì)量的改善,員工的幸福感會增加,但是員工幸福感的提升往往存在一定的滯后性。在不同的等級階段往往呈現(xiàn)由負(fù)相關(guān)到正相關(guān)再到負(fù)相關(guān)的倒“V”變化趨勢,只有當(dāng)兩變量之間的等級匹配時,兩變量才呈現(xiàn)顯著的正相關(guān)關(guān)系。通過顯著路徑的分析,我們還發(fā)現(xiàn),幸福感的局部提升強(qiáng)度要高于領(lǐng)導(dǎo)-部屬交換的強(qiáng)度。此外,本文還對領(lǐng)導(dǎo)-部屬交換和幸福感的等級做了區(qū)間界定。(2)情感承諾在領(lǐng)導(dǎo)-部屬與員工幸福感之間起部分中介作用。領(lǐng)導(dǎo)-部屬交換的情感維度、情感承諾和員工幸福感的情感體驗(yàn)都涉及情感維度,三者之間顯著相關(guān)。(3)層級回歸方程分析結(jié)果表明,內(nèi)部人身份認(rèn)知在領(lǐng)導(dǎo)-部屬交換與員工幸福感之間存在顯著正向調(diào)節(jié)作用,即具有高內(nèi)部人身份認(rèn)知的員工,能夠在和領(lǐng)導(dǎo)交互過程中獲得更高程度的幸福感。內(nèi)部人身份認(rèn)知在不同的質(zhì)量下對領(lǐng)導(dǎo)-部屬交換關(guān)系的影響呈倒“N”變化趨勢。此外,本文還驗(yàn)證了內(nèi)部人身份認(rèn)知對情感承諾在領(lǐng)導(dǎo)-部屬與員工幸福感之間的中介效應(yīng)具有顯著的正向調(diào)節(jié)作用。
[Abstract]:With the development of society, people's income level has been greatly improved, but their happiness level has stagnated. Well-being not only has an important influence on individual body, mental health and organizational development, but also promotes social stability and progress. In the Chinese context, under the special cultural background of "relationship" and leadership in the enterprise, employees acquire resources, space and promotion in the enterprise. Factors such as training and empowerment are closely related to the quality of relationships between leaders. The availability and availability of resources are directly related to employee satisfaction and happiness. At present, the research on employee well-being is not deep enough, and the influence mechanism of relationship quality between leaders and subordinates on employee well-being is still unclear. Therefore, based on the empirical analysis of 635 leader-employee pairing samples, this paper explores the effect of leader-subordinate exchange on employee happiness. The relationship between leadership-subordinate exchange, affective commitment, identity cognition and employee well-being was investigated. The results show that: (1) there is a significant positive correlation between leader-subordinate exchange and employee well-being, that is, a high-quality leader-subordinate exchange relationship in the organization can significantly improve the well-being of employees. With the improvement of the quality of leader-subordinate exchange, the employee's happiness will increase, but the improvement of employee's happiness is often lagging behind. In different grade stages, there is a trend of "V" change from negative correlation to positive correlation to negative correlation. Only when the two variables are graded matched, the two variables show a significant positive correlation. Through the analysis of significant path, we also find that the local enhancement intensity of happiness is higher than that of leader-subordinate exchange. In addition, this paper also defines the levels of leader-subordinate exchange and well-being. (2) emotional commitment plays a part of intermediary role between leader-subordinate and employee well-being. The emotional dimension of leader-subordinate exchange, affective commitment and emotional experience of employee well-being are all related to affective dimension. (3) the results of hierarchical regression equation analysis show that, Insider identity cognition has a significant positive regulatory role between leader-subordinate exchange and employee well-being, that is, employees with high insiders identity cognition can obtain a higher degree of happiness in the process of interaction with leaders. The influence of insiders' identity cognition on leader-subordinate exchange relationship under different quality shows a trend of inverted "N" change. In addition, this paper also verifies that insiders' identity cognition has a significant positive regulatory effect on the mediating effect of affective commitment between leader-subordinate and employee well-being.
【學(xué)位授予單位】：山東師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92
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本文編號：2123733