本文選題：工作嵌入 + 工作滿意度�。� 參考：《河南大學》2011年碩士論文

【摘要】：工作嵌入能夠幫助組織更好地留住員工,提高員工與組織的相容性。本研究中,將其界定為員工和組織內外所有與工作相關的情境所形成的關系網(wǎng)絡的密切程度。研究對于工作嵌入的內容和作用機制的探討,在理論上是對已有研究領域的有力補充,在實踐上能夠通過提高員工的工作嵌入度進而影響員工的工作態(tài)度和行為,最終為組織創(chuàng)造更多的利益。 本研究通過文獻分析法、問卷調查法等,基于對全國6個城市14家企業(yè)的555名員工進行問卷調查,運用探索性因素分析、驗證性因素分析、結構方程模型和回歸分析等統(tǒng)計分析方法,研究所得主要結論如下: 第一,我國組織員工的工作嵌入內容結構包括六個維度,分別是組織匹配、社區(qū)匹配、組織犧牲、組織工作聯(lián)結、組織人事聯(lián)結和社區(qū)聯(lián)結。六因素模型是擬合較好的最優(yōu)模型。工作嵌入問卷的信度和效度均達到了心理測量學的要求,是有效測量工具。 第二,不同人口學、組織學的員工在工作嵌入整體以及各維度上存在不同程度的顯著差異。 第三,員工工作嵌入的組織匹配對組織認同、利他行為、敬業(yè)精神和人際和諧存在著顯著的正向影響;社區(qū)匹配對組織認同、利他行為和敬業(yè)精神均有顯著的正向影響;組織犧牲對組織認同存在顯著的正向影響,對人際和諧存在顯著的負向影響;組織工作聯(lián)結對人際和諧和保護公司資源存在顯著的負向影響,組織人事聯(lián)結對組織認同、利他行為、敬業(yè)精神和人際和諧均存在顯著的正向影響;社區(qū)聯(lián)結對利他行為、敬業(yè)精神、人際和諧和保護公司資源均有顯著的負向影響。 第四,工作滿意度在工作嵌入和組織公民行為之間存在部分中介作用;工作滿意度在組織匹配和社區(qū)匹配緯度與組織公民行為之間存在部分中介作用;工作滿意度在組織犧牲和組織工作聯(lián)結與組織公民行為之間有完全中介作用;工作滿意度在組織人事聯(lián)結和社區(qū)聯(lián)結緯度與組織公民行為之間不存在中介作用。
[Abstract]:Job embedding can help organizations retain employees better and improve their compatibility with the organization. In this study, it is defined as the degree of closeness of the relationship between the employee and all the work-related situations within and outside the organization. The research on the content and function mechanism of job embedding is a powerful supplement to the existing research field in theory. In practice, it can influence the employee's work attitude and behavior by improving the degree of work embeddedness. Ultimately create more benefits for the organization. Through literature analysis, questionnaire survey and so on, 555 employees of 14 enterprises in 6 cities of China were investigated by using exploratory factor analysis and confirmatory factor analysis. The main conclusions of this paper are as follows: first, the content structure of work embedding in Chinese organizations includes six dimensions, namely, organizational matching, community matching, and so on. Organizational sacrifice, organizational work connection, organizational personnel connection and community connection. The six-factor model is the best fit model. The reliability and validity of the job-embedded questionnaire meet the requirements of psychometrics and are effective measurement tools. Second, there are significant differences in different demographics and organizational workers in the whole job embedding and in different dimensions. Thirdly, the organizational matching embedded by employees' work has a significant positive effect on organizational identity, altruistic behavior, professionalism and interpersonal harmony, and community matching has a significant positive impact on organizational identity, altruistic behavior and professionalism. Organizational sacrifice has a significant positive impact on organizational identity and a significant negative impact on interpersonal harmony, organizational work connection has a significant negative impact on interpersonal harmony and protection of corporate resources, and organizational personnel connection has a significant negative impact on organizational identity. Altruistic behavior, professionalism and interpersonal harmony have significant positive effects, while community connections have significant negative effects on altruistic behavior, professionalism, interpersonal harmony and protection of company resources. Fourth, job satisfaction has a partial intermediary role between job embedding and organizational citizenship behavior, job satisfaction has a partial intermediary role between organizational matching and community matching latitude and organizational citizenship behavior. Job satisfaction has a complete intermediary role between organizational sacrifice, organizational work association and organizational citizenship behavior, while job satisfaction has no intermediary role between organizational personnel connection and community connection latitude and organizational citizenship behavior.
【學位授予單位】：河南大學
【學位級別】：碩士
【學位授予年份】：2011
【分類號】：C913.2

【引證文獻】

相關碩士學位論文 前1條

1 楊凌云;酒店員工組織公平感對積極組織行為影響的實證研究[D];漳州師范學院;2012年

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本文編號：2091519