【摘要】：快節(jié)奏的生活和激烈的競(jìng)爭(zhēng)壓力,越來(lái)越侵蝕著新一代員工們的工作資源,使員工們產(chǎn)生情緒耗竭(emotional exhaustion)。而隨著員工幸福感和工作滿(mǎn)意的不斷成為人們工作與生活均衡的新目標(biāo),工作投入的積極作用也越來(lái)越受到學(xué)術(shù)界和實(shí)踐界的青睞。員工的工作投入主要表現(xiàn)為享受工作,并對(duì)工作充滿(mǎn)活力和熱情。根據(jù)社會(huì)交換理論,員工工作投入的程度與其所感知到的領(lǐng)導(dǎo)和組織支持有關(guān)。領(lǐng)導(dǎo)成員交換質(zhì)量與感知到的組織支持會(huì)對(duì)員工的工作投入產(chǎn)生正向影響,作為員工在組織中接觸到的兩大重要工作資源,領(lǐng)導(dǎo)成員交換和感知組織支持對(duì)員工的工作投入具有重要影響。本研究根據(jù)社會(huì)交換理論和JD-R理論,將組織情感承諾作為中介變量,采用探索性因子分析、驗(yàn)證性因子分析、結(jié)構(gòu)方程模型對(duì)483份問(wèn)卷調(diào)查樣本數(shù)據(jù)進(jìn)行分析,探討LMX和POS對(duì)員工工作投入影響,及其中存在的中介效應(yīng),并對(duì)兩者對(duì)工作投入不同影響進(jìn)行了對(duì)比,得出以下結(jié)論:(1)領(lǐng)導(dǎo)成員交換與感知組織支持對(duì)員工工作投入呈正相關(guān)關(guān)系。領(lǐng)導(dǎo)成員交換和感知組織支持對(duì)工作投入的三維度活力、奉獻(xiàn)、專(zhuān)注均存在正相關(guān)影響;(2)對(duì)比領(lǐng)導(dǎo)成員交換和感知組織支持對(duì)工作投入的不同影響,研究表明:對(duì)于工作活力和工作專(zhuān)注來(lái)說(shuō),領(lǐng)導(dǎo)成員交換的影響效果比感知組織支持的影響效果大;而對(duì)于工作奉獻(xiàn)來(lái)說(shuō),感知組織支持的影響效果大于領(lǐng)導(dǎo)成員交換的影響效果;(3)情感承諾在LMX和POS對(duì)工作投入的影響中起中介作用。
[Abstract]:The fast pace of life and intense competitive pressure are increasingly eroding the work resources of the new generation of employees, causing employees to become emotionally exhausted of (emotional exhaustion). As employees' happiness and job satisfaction become the new goal of people's work-life balance, the positive role of job engagement is more and more favored by academia and practice. The employee's work commitment is mainly expressed in enjoying the work, and full of energy and enthusiasm for the work. According to the social exchange theory, the level of employee engagement is related to the perceived leadership and organizational support. Leadership exchange quality and perceived organizational support have a positive impact on employee engagement as two important work resources that employees are exposed to in the organization. Leading member exchange and perceived organizational support have an important impact on employee engagement. According to the social exchange theory and the JD-R theory, the organizational affective commitment was regarded as the intermediary variable, and the exploratory factor analysis, confirmatory factor analysis and structural equation model were used to analyze the sample data of 483 questionnaires. This paper discusses the influence of LMX and POS on the employee's job engagement, and the intermediary effect, and compares the two effects on the job engagement. The conclusions are as follows: (1) there is a positive correlation between leadership exchange and perceived organizational support. The exchange of leadership members and perception of organizational support to the three-dimensional activity, dedication, and focus of work involvement have a positive correlation; (2) comparing the different effects of leadership exchange and perceived organizational support on job engagement, the results show that: for job vitality and job focus, the effect of leadership exchange is greater than that of perceived organizational support; For job dedication, perceived organizational support has a greater impact than leadership exchange; (3) emotional commitment plays an intermediary role in the impact of LMX and POS on job engagement.
【學(xué)位授予單位】：華僑大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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