職場(chǎng)友誼、情感承諾與員工建言行為關(guān)系研究
發(fā)布時(shí)間：2018-10-15 20:58
【摘要】：在如今競(jìng)爭(zhēng)愈發(fā)激烈的環(huán)境中,企業(yè)若想追求可持續(xù)的發(fā)展,在競(jìng)爭(zhēng)中脫穎而出,就需要不斷的創(chuàng)新,在變革中適應(yīng)不斷變化的外部環(huán)境。創(chuàng)新的源頭來(lái)自于人的智慧,于是如何發(fā)掘組織中的人才,讓他們可以自由自主的發(fā)揮才智,提出對(duì)組織的建議與想法成為了人力資源管理實(shí)踐者和學(xué)術(shù)研究者的共同話(huà)題。提出建議往往意味著改變,意味著對(duì)現(xiàn)有制度或上級(jí)領(lǐng)導(dǎo)的挑戰(zhàn)。所以,在現(xiàn)實(shí)組織中,即使已經(jīng)意識(shí)到建言行為的重要性,但也并非所有員工都愿意產(chǎn)生該種行為。尤其在中國(guó)背景下,受中庸之道等傳統(tǒng)觀(guān)念的影響,很多人可能更樂(lè)于安于現(xiàn)狀,領(lǐng)導(dǎo)“一言堂”的現(xiàn)象也經(jīng)常存在。究竟為什么有些員工敢于表達(dá)意見(jiàn)?什么因素影響了在同一組織環(huán)境中的不同員工產(chǎn)生了不同程度的建言行為?西方學(xué)者自20世紀(jì)70年代開(kāi)始研究員工建言行為,尤其是對(duì)其前因變量的研究。已有研究涉及到的能夠引起員工建言行為的前因變量主要包括兩方面。一方面是包括員工的人口統(tǒng)計(jì)學(xué)特征(Janssen,de VrisCozijnsen,1998).個(gè)體的人格和認(rèn)知風(fēng)格(LePineVan Dyne,2001)以及員工滿(mǎn)意度、組織公平感知(WitheyCooper,1989)等在內(nèi)的個(gè)人層面因素；另一方面是管理者與員工的關(guān)系(李銳,凌文輇和柳士順,2009)、組織氛圍及類(lèi)型等組織層面的因素。 但是個(gè)體層面和組織層面的因素似乎還不足以完全解釋組織中的建言行為。在企業(yè)組織中的員工,并不是一個(gè)獨(dú)立的個(gè)體在從事工作,而是時(shí)刻存在著與同事之間的交流溝通,于是,人際交往因素是否對(duì)建言行為產(chǎn)生影響成為了本研究關(guān)注的話(huà)題。本研究在對(duì)已有文獻(xiàn)進(jìn)行梳理綜述后,引入“職場(chǎng)友誼”的概念來(lái)探討工作環(huán)境中的人際交往因素,即職場(chǎng)友誼對(duì)員工建言行為是否具有顯著的正向影響。為了更好的了解職場(chǎng)友誼對(duì)員工建言行為的作用機(jī)制,本研究引入了組織情感承諾的概念,來(lái)探討組織情感承諾是否會(huì)在職場(chǎng)友誼與建言行為之間產(chǎn)生中介效果。另外,本研究認(rèn)為,中國(guó)傳統(tǒng)文化與西方文化存在著顯著的差異,中國(guó)的國(guó)有企業(yè)也有著中國(guó)特色的顯著特點(diǎn),于是本研究選取中國(guó)國(guó)有企業(yè)員工為調(diào)研對(duì)象,進(jìn)行實(shí)證研究。 本研究應(yīng)用SPSS20.0軟件,對(duì)272份有效樣本的調(diào)查問(wèn)卷結(jié)果進(jìn)行了詳細(xì)的統(tǒng)計(jì)分析,包括獨(dú)立樣本T檢驗(yàn)、單因素方差分析、相關(guān)分析和回歸分析等。得出以下結(jié)論：1、職場(chǎng)友誼不僅對(duì)員工建言行為具有直接的顯著的正向影響,同時(shí)還通過(guò)組織情感承諾對(duì)員工建言行為具有間接的正向影響。組織情感承諾在職場(chǎng)友誼和員工建言行為中間起到了部分中介作用,本研究的理論模型成立。2、人口統(tǒng)計(jì)學(xué)變量中的員工職位對(duì)員工建言行為有正向的顯著影響,且具有中國(guó)特色,員工職位越高,建言行為越明顯。 本研究的研究意義在于：理論意義方面,本研究將情感承諾與職場(chǎng)友誼對(duì)員工建言行為的作用機(jī)制整合在同一理論框架中,并通過(guò)實(shí)證驗(yàn)證,豐富員工建言行為的影響因素；試圖填補(bǔ)三者關(guān)系的理論研究空白；站在中國(guó)國(guó)有企業(yè)大環(huán)境中員工的視角,來(lái)驗(yàn)證職場(chǎng)友誼這一理論在中國(guó)情境下的有效程度。現(xiàn)實(shí)意義方面,本研究的結(jié)論有助于企業(yè)注重培養(yǎng)員工之間的良好友誼關(guān)系,尤其是同一團(tuán)隊(duì)中共同工作的員工,以推進(jìn)其對(duì)建言行為的正向作用。為組織尋找激勵(lì)和引導(dǎo)建言行為的方法打開(kāi)了一個(gè)窗口；引導(dǎo)組織注重員工情感承諾的開(kāi)發(fā)和培養(yǎng),從而進(jìn)一步促進(jìn)員工建言行為的產(chǎn)生。 最后,本文根據(jù)研究結(jié)論,提出了一些管理建議：加強(qiáng)組織內(nèi)上下級(jí)溝通,沖破等級(jí)觀(guān)念束縛,建立合理的建言激勵(lì)機(jī)制；推動(dòng)職場(chǎng)友誼,加強(qiáng)企業(yè)文化建設(shè),增強(qiáng)員工對(duì)組織的情感承諾來(lái)促進(jìn)員工建言行為的產(chǎn)生。
[Abstract]:In today's increasingly competitive environment, if enterprises want to pursue sustainable development and stand out in competition, continuous innovation is needed to adapt to changing external environment in change. The source of innovation comes from people's wisdom, so how to discover the talents in the organization, let them play their talents freely, put forward suggestions and ideas about the organization become the common topic of human resource management and academic researchers. The presentation of recommendations often implies a change, which means challenges to existing systems or higher-level leaders. So, in real-world organizations, even though they have realized the importance of voice-building, not all employees are willing to do that. Especially in the context of China, many people may be more willing to settle the situation and lead to the influence of traditional concepts such as the Middle School and the Middle School. "a word and a word" The phenomenon also exists frequently. Why do some employees dare to express their opinions? What factors have affected different levels of speech behavior in different employees in the same organizational environment? Western scholars began to study the behavior of employees in the 1970s, especially in the study of their former dependent variables. It has been studied that the pre-dependent variable which can cause the employee's voice behavior mainly includes two aspects. On the one hand, demographic characteristics of employees are included (Janssen, de VrisCozijsen, 1998). The individual's personality and cognitive style (LePineVan Dyne, 2001), as well as employee satisfaction, organizational justice perception (HeheyCooper, 1989), etc.; on the other hand, the relationship between managers and employees (Li Rui, Ling Wenshi and Liu Shishun, 2009), Organizational climate and type of organizational dimensions. But the factors at the individual level and organizational level do not seem to be sufficient to fully explain the construction of the organization Behavior. Employees in enterprise organizations are not an independent individual who is engaged in work, but there is an exchange of communication with colleagues at a time. Therefore, the influence of interpersonal factors on speech behavior has become the focus of this study Topic. After a review of existing literature, Introducing the Workplace The concept of friendship explores the interpersonal factors in the working environment, that is, whether the workplace friendship has a significant positive impact on the behavior of employees. In order to better understand the role mechanism of workplace friendship on employee's voice behavior, this paper introduces the concept of organizational emotion commitment to explore whether the organization's emotional commitment will generate an intermediary between workplace friendship and speech behavior. In addition, in this study, China's traditional culture has a remarkable difference with the western culture, and China's state-owned enterprises also have the remarkable characteristics of Chinese characteristics, so the study chooses the Chinese state-owned enterprise staff as the research object, and carries on an empirical study. The results of investigation of 272 valid samples were statistically analyzed using SPSS10.0 software, including independent sample T-test, single-factor analysis of variance, correlation analysis and analysis. Regression analysis and so on. The conclusion is as follows: 1. The workplace friendship not only has a direct positive influence on employee's speech behavior, but also has indirect influence on employee's voice behavior through organizational emotion commitment. positive impact. Organizational emotional commitment plays a role in mediating between workplace friendships and employee voice behavior. The theoretical model of this study is established. 2. The employee positions in demographic variables have a positive effect on the behavior of employees, and have Chinese characteristics. The higher the job position, the more you make a statement The more obvious the behavior is, the research significance of this study is: In theory meaning, this study combines the emotional commitment and the working relationship between emotional commitment and workplace friendship in the same theoretical framework, and through empirical verification, enrich the employee's construction. The influence factors of words and deeds; trying to fill the theoretical research gap of the three relations; standing in the perspective of employees in the big environment of state-owned enterprises in China to verify that the theory of workplace friendship is in China The conclusion of this study will help enterprises focus on fostering good friendship among employees, especially those working together in the same team to promote their construction. The positive effect of words and deeds. It opens a window for the organization to find the ways to stimulate and guide the behavior of building words; guide the organization to pay attention to the development and cultivation of employee's emotional commitment, thus further promoting the staff In the end, according to the research conclusion, this paper puts forward some suggestions on management: strengthen the communication between the upper and lower levels in the organization, break through the restriction of the level, establish a reasonable incentive mechanism, and promote the workplace. Friendship, strengthening corporate culture construction, and enhancing employee's emotional commitment to the organization
【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：C913.2
本文編號(hào)：2273811
[Abstract]:In today's increasingly competitive environment, if enterprises want to pursue sustainable development and stand out in competition, continuous innovation is needed to adapt to changing external environment in change. The source of innovation comes from people's wisdom, so how to discover the talents in the organization, let them play their talents freely, put forward suggestions and ideas about the organization become the common topic of human resource management and academic researchers. The presentation of recommendations often implies a change, which means challenges to existing systems or higher-level leaders. So, in real-world organizations, even though they have realized the importance of voice-building, not all employees are willing to do that. Especially in the context of China, many people may be more willing to settle the situation and lead to the influence of traditional concepts such as the Middle School and the Middle School. "a word and a word" The phenomenon also exists frequently. Why do some employees dare to express their opinions? What factors have affected different levels of speech behavior in different employees in the same organizational environment? Western scholars began to study the behavior of employees in the 1970s, especially in the study of their former dependent variables. It has been studied that the pre-dependent variable which can cause the employee's voice behavior mainly includes two aspects. On the one hand, demographic characteristics of employees are included (Janssen, de VrisCozijsen, 1998). The individual's personality and cognitive style (LePineVan Dyne, 2001), as well as employee satisfaction, organizational justice perception (HeheyCooper, 1989), etc.; on the other hand, the relationship between managers and employees (Li Rui, Ling Wenshi and Liu Shishun, 2009), Organizational climate and type of organizational dimensions. But the factors at the individual level and organizational level do not seem to be sufficient to fully explain the construction of the organization Behavior. Employees in enterprise organizations are not an independent individual who is engaged in work, but there is an exchange of communication with colleagues at a time. Therefore, the influence of interpersonal factors on speech behavior has become the focus of this study Topic. After a review of existing literature, Introducing the Workplace The concept of friendship explores the interpersonal factors in the working environment, that is, whether the workplace friendship has a significant positive impact on the behavior of employees. In order to better understand the role mechanism of workplace friendship on employee's voice behavior, this paper introduces the concept of organizational emotion commitment to explore whether the organization's emotional commitment will generate an intermediary between workplace friendship and speech behavior. In addition, in this study, China's traditional culture has a remarkable difference with the western culture, and China's state-owned enterprises also have the remarkable characteristics of Chinese characteristics, so the study chooses the Chinese state-owned enterprise staff as the research object, and carries on an empirical study. The results of investigation of 272 valid samples were statistically analyzed using SPSS10.0 software, including independent sample T-test, single-factor analysis of variance, correlation analysis and analysis. Regression analysis and so on. The conclusion is as follows: 1. The workplace friendship not only has a direct positive influence on employee's speech behavior, but also has indirect influence on employee's voice behavior through organizational emotion commitment. positive impact. Organizational emotional commitment plays a role in mediating between workplace friendships and employee voice behavior. The theoretical model of this study is established. 2. The employee positions in demographic variables have a positive effect on the behavior of employees, and have Chinese characteristics. The higher the job position, the more you make a statement The more obvious the behavior is, the research significance of this study is: In theory meaning, this study combines the emotional commitment and the working relationship between emotional commitment and workplace friendship in the same theoretical framework, and through empirical verification, enrich the employee's construction. The influence factors of words and deeds; trying to fill the theoretical research gap of the three relations; standing in the perspective of employees in the big environment of state-owned enterprises in China to verify that the theory of workplace friendship is in China The conclusion of this study will help enterprises focus on fostering good friendship among employees, especially those working together in the same team to promote their construction. The positive effect of words and deeds. It opens a window for the organization to find the ways to stimulate and guide the behavior of building words; guide the organization to pay attention to the development and cultivation of employee's emotional commitment, thus further promoting the staff In the end, according to the research conclusion, this paper puts forward some suggestions on management: strengthen the communication between the upper and lower levels in the organization, break through the restriction of the level, establish a reasonable incentive mechanism, and promote the workplace. Friendship, strengthening corporate culture construction, and enhancing employee's emotional commitment to the organization
【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：C913.2
【參考文獻(xiàn)】
相關(guān)期刊論文 前4條
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