發(fā)布時(shí)間：2018-11-17 14:06

【摘要】：現(xiàn)代企業(yè)組織中,工作投入作為一種以飽含熱情、積極向上、忘我投入為特征的積極工作狀態(tài),正面臨著嚴(yán)峻挑戰(zhàn)。90后作為知識(shí)型員工的新生力量,在組織發(fā)展中的地位和作用愈發(fā)重要。他們個(gè)性鮮明,富有創(chuàng)新精神,需求動(dòng)機(jī)強(qiáng)烈,在組織中更多地考慮個(gè)人的職業(yè)成長(zhǎng)。另外,組織認(rèn)同會(huì)增強(qiáng)員工與組織的心理紐帶,高組織認(rèn)同會(huì)促使知識(shí)型員工做出更多對(duì)組織有益的行為和決策。面對(duì)工作投入面臨著嚴(yán)峻挑戰(zhàn)的局面,針對(duì)90后知識(shí)型員工,職業(yè)成長(zhǎng)和組織認(rèn)同對(duì)工作投入有何積極作用?企業(yè)如何從這兩方面出發(fā),提升他們的工作投入,是本文的研究要點(diǎn)。本文在成就需要等理論的基礎(chǔ)上,以提升90后知識(shí)型員工的工作投入為出發(fā)點(diǎn),構(gòu)建了包含職業(yè)成長(zhǎng),組織認(rèn)同和工作投入三個(gè)變量的研究模型。主要研究職業(yè)成長(zhǎng)的各個(gè)維度對(duì)工作投入的三個(gè)維度的影響,以及生存性、歸屬性和成功性組織認(rèn)同在他們關(guān)系中所起的調(diào)節(jié)作用。為了驗(yàn)證假設(shè),本文通過網(wǎng)絡(luò)在線問卷的形式以90后知識(shí)型員工為調(diào)研樣本,最終獲取327份有效數(shù)據(jù)。運(yùn)用SPSS統(tǒng)計(jì)軟件,通過信度效度檢驗(yàn)、因子分析和回歸分析等統(tǒng)計(jì)分析方法,對(duì)本研究的假設(shè)進(jìn)行了驗(yàn)證。實(shí)證檢驗(yàn)的結(jié)果揭示了職業(yè)成長(zhǎng)與工作投入的關(guān)系。無論是在全行業(yè)還是在互聯(lián)網(wǎng)/金融等特殊行業(yè)里,職業(yè)目標(biāo)進(jìn)展、職業(yè)能力發(fā)展和晉升速度都對(duì)工作投入的三個(gè)維度有不同程度的顯著影響,具體地,職業(yè)目標(biāo)進(jìn)展對(duì)奉獻(xiàn)的作用最大,職業(yè)能力發(fā)展對(duì)專注的影響最大,晉升速度對(duì)活力的影響最大,其中報(bào)酬增長(zhǎng)對(duì)活力、奉獻(xiàn)和專注的作用未通過驗(yàn)證。另外,組織認(rèn)同的三個(gè)維度調(diào)節(jié)職業(yè)成長(zhǎng)與工作投入的關(guān)系。接著本文對(duì)所得結(jié)論進(jìn)行了深入的分析和討論,得出職業(yè)成長(zhǎng)的誘因和組織認(rèn)同的心里紐帶是組織提升90后知識(shí)型員工工作投入的兩大法寶。最后,本文建議組織從職業(yè)成長(zhǎng)和組織認(rèn)同兩個(gè)方面出發(fā),通過建立合理的培訓(xùn)、薪酬和晉升體系,打造創(chuàng)新型企業(yè)文化等途徑提升90后知識(shí)型員工的工作投入。
[Abstract]:In modern enterprise organizations, work engagement, as a positive working state characterized by enthusiasm, positive and selfless devotion, is facing a severe challenge. The position and function in organization development is becoming more and more important. They have a bright personality, innovative spirit, strong demand motivation, more consideration in the organization of personal career growth. In addition, organizational identity will strengthen the psychological ties between employees and organizations, and high organizational identity will promote knowledge workers to make more beneficial behaviors and decisions. Facing the serious challenge of job engagement, what positive role does career growth and organizational identity have on job engagement for post-90s knowledge workers? How enterprises from these two aspects, enhance their work investment, is the main point of this paper. On the basis of the theory of achievement needs, this paper constructs a research model which includes three variables: career growth, organizational identity and job engagement, in order to enhance the work engagement of post-90s knowledge workers. This paper mainly studies the influence of each dimension of career growth on the three dimensions of job engagement, as well as the regulatory role of survivability, attribution and successful organizational identity in their relationship. In order to verify the hypothesis, 327 valid data were obtained by the online questionnaire in the form of knowledge workers after 90 years. The hypothesis of this study is verified by using SPSS statistical software and statistical analysis methods such as reliability and validity test factor analysis and regression analysis. The empirical results reveal the relationship between career growth and job engagement. Whether in the industry as a whole or in special industries such as the Internet / finance, progress in career goals, career ability development and promotion rates all have significant effects on the three dimensions of job engagement to varying degrees, specifically, Career goal progress has the greatest effect on dedication, career ability development has the greatest impact on focus, and promotion speed has the greatest effect on vitality, among which the effect of reward growth on vitality, dedication and concentration has not been verified. In addition, the three dimensions of organizational identity regulate the relationship between career growth and job engagement. Then this paper makes an in-depth analysis and discussion of the conclusions, and concludes that the inducement of career growth and the psychological link of organizational identity are two magic tools for the organization to promote the work involvement of post-90s knowledge workers. Finally, this paper suggests that the organization should establish a reasonable system of training, compensation and promotion from two aspects of career growth and organizational identity, and create an innovative enterprise culture to enhance the work involvement of post-90s knowledge workers.
【學(xué)位授予單位】：哈爾濱工業(yè)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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