本文選題：建筑行業(yè) + 組織-員工關(guān)系��； 參考：《中南大學》2013年碩士論文

【摘要】：摘要：授權(quán)關(guān)系是基于權(quán)力分配和員工參與而形成的一種組織-員工關(guān)系。授權(quán)管理是組織對員工進行激勵,提高員工工作積極性和自主性的一種有效方式。在授權(quán)關(guān)系中,員工對被授權(quán)的感知的心理狀態(tài)綜合體就是員工的心理授權(quán)。員工的心理授權(quán)狀況,會影響到授權(quán)的效果,并會對員工的行為和態(tài)度產(chǎn)生影響。同時,員工的心理授權(quán)也會對員工的工作滿意度產(chǎn)生影響。 建筑行業(yè)在我國國民經(jīng)濟體系中發(fā)揮著重要作用。項目管理是建筑行業(yè)組織管理的核心。由于傳統(tǒng)的松散式項目管理制度已不適應現(xiàn)代建筑企業(yè)組織管理的信息化和制度化要求,我國建筑行業(yè)許多企業(yè)正開始對項目管理制度進行改革。改革的主要內(nèi)容和目標就是明確項目管理過程中各方的責權(quán)利,加強企業(yè)總部對施工項目的管理。權(quán)力分配格局的改變使組織和員工之間建立了全新的授權(quán)關(guān)系。在這一變化和改革過程中,員工的心理授權(quán)狀況,也發(fā)生了重大變化。 本文以建筑行業(yè)員工的心理授權(quán)對工作滿意度的影響為研究對象,結(jié)合國內(nèi)外相關(guān)研究,提出員工心理授權(quán)影響其工作滿意度的理論模型。其中心理授權(quán)劃分成工作意義、自我效能、自主性和工作影響四個維度,工作滿意度選擇薪酬滿意度、晉升機會滿意度、主管領(lǐng)導滿意度、同事滿意度和工作本身滿意度五個維度。研究過程中,主要探討心理授權(quán)各個因子對各個維度的工作滿意度的影響。本課題主要是在浙江省選取了一些具有典型性的建筑企業(yè)作為調(diào)查對象,對其員工進行問卷調(diào)查,在此基礎(chǔ)上運用SPSS17.0軟件對數(shù)據(jù)進行相應的處理。本研究的結(jié)論主要包括以下內(nèi)容：(1)心理授權(quán)測量表在建筑行業(yè)可以適用；(2)員工心理授權(quán)對員工的工作滿意度具有正向影響；(3)員工自身的特征在各個研究變量上有差異。
[Abstract]:Absrtact: authorization is an organization-employee relationship based on power distribution and employee participation. Empowerment management is an effective way to motivate employees and improve their working enthusiasm and autonomy. In the authorization relationship, the psychological state complex of the employee's perception of the authorized is the psychological empowerment of the employee. The psychological empowerment of employees will affect the effect of empowerment and affect the behavior and attitude of employees. At the same time, the psychological empowerment of employees will also have an impact on their job satisfaction. Construction industry plays an important role in our national economy system. Project management is the core of construction industry organization management. Because the traditional loose project management system can not meet the requirement of information and systematization of modern construction enterprises, many enterprises in our country are beginning to reform the project management system. The main content and goal of the reform is to clarify the responsibility and rights of all parties in the process of project management and to strengthen the management of the construction project by the headquarters of the enterprise. The change of power distribution pattern leads to the establishment of a new delegation of authority between the organization and its employees. In the process of this change and reform, the psychological empowerment of employees has also undergone significant changes. In this paper, the influence of psychological empowerment on job satisfaction of employees in the construction industry is taken as the research object, and the theoretical model of psychological empowerment of employees affecting job satisfaction is put forward in combination with relevant studies at home and abroad. Psychological empowerment is divided into four dimensions: job meaning, self-efficacy, autonomy and job impact. Job satisfaction includes salary satisfaction, promotion opportunity satisfaction, supervisor leadership satisfaction. There are five dimensions of colleague satisfaction and job satisfaction. In the course of the study, the influence of psychological empowerment factors on job satisfaction is discussed. This paper mainly selects some typical construction enterprises in Zhejiang Province as the investigation object, carries on the questionnaire survey to its staff, on this basis carries on the corresponding processing to the data by using the SPSS 17.0 software. The main conclusions of this study are as follows: (1) the psychological empowerment scale can be used in the construction industry; (2) the psychological empowerment of employees has a positive impact on the employee's job satisfaction; (3) the characteristics of the employees themselves are different from each other.
【學位授予單位】：中南大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F426.92;F272.92

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