企業(yè)員工組織依戀的結(jié)構(gòu)及其相關(guān)研究
發(fā)布時(shí)間：2019-06-16 18:18
【摘要】：組織依戀是員工對(duì)組織所產(chǎn)生的親和性的認(rèn)知和情感聯(lián)系。組織依戀以發(fā)展心理學(xué)中的依戀概念為基礎(chǔ),對(duì)組織承諾、組織認(rèn)同等描述員工——組織關(guān)系的傳統(tǒng)組織行為學(xué)概念進(jìn)行了擴(kuò)展、深入和補(bǔ)充。本研究采用實(shí)證的方法,探討了組織依戀的結(jié)構(gòu)維度,組織公平對(duì)組織依戀的影響,組織依戀對(duì)員工工作績(jī)效、離職意向的影響,以及積極情感在組織依戀對(duì)后果變量影響中的中介作用。結(jié)果發(fā)現(xiàn)： (1)組織依戀是一個(gè)四維的構(gòu)念,具體包括：滿意和積極期待、支持感知制度信任、價(jià)值內(nèi)化。 (2)組織公平各維度對(duì)組織依戀均有正向的顯著影響。 (3)組織依戀對(duì)工作績(jī)效正向的顯著影響；組織依戀對(duì)員工離職意愿有負(fù)向的顯著影響。 (4)積極情感在組織依戀和工作績(jī)效的關(guān)系中,起中介作用。 (5)不同職位級(jí)別、婚否、不同工作年限對(duì)組織依戀有顯著的不同影響。
[Abstract]:Organizational attachment is the cognitive and emotional relationship between employees and their affinity to the organization. Organizational attachment is based on the concept of attachment in developmental psychology. The traditional concepts of organizational behavior, such as organizational commitment and organizational identity, which describe employee-organizational relationship, are extended, deeply and supplemented. This study uses empirical methods to explore the structural dimension of organizational attachment, the influence of organizational fairness on organizational attachment, the influence of organizational attachment on employee work performance, turnover intention, and the intermediary role of positive emotion in the influence of organizational attachment on consequence variables. The results show that: (1) organizational attachment is a four-dimensional construction, including satisfaction and positive expectation, support perceived institutional trust, value internalization. (2) all dimensions of organizational fairness have a positive effect on organizational attachment. (3) organizational attachment has a significant positive effect on job performance, and organizational attachment has a negative effect on employees' turnover intention. (4) positive emotion plays an intermediary role in the relationship between organizational attachment and job performance. (5) different position levels, marriage or not, and different working years have significant different effects on organizational attachment.
【學(xué)位授予單位】：暨南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2011
【分類號(hào)】：C912.6
本文編號(hào)：2500727
[Abstract]:Organizational attachment is the cognitive and emotional relationship between employees and their affinity to the organization. Organizational attachment is based on the concept of attachment in developmental psychology. The traditional concepts of organizational behavior, such as organizational commitment and organizational identity, which describe employee-organizational relationship, are extended, deeply and supplemented. This study uses empirical methods to explore the structural dimension of organizational attachment, the influence of organizational fairness on organizational attachment, the influence of organizational attachment on employee work performance, turnover intention, and the intermediary role of positive emotion in the influence of organizational attachment on consequence variables. The results show that: (1) organizational attachment is a four-dimensional construction, including satisfaction and positive expectation, support perceived institutional trust, value internalization. (2) all dimensions of organizational fairness have a positive effect on organizational attachment. (3) organizational attachment has a significant positive effect on job performance, and organizational attachment has a negative effect on employees' turnover intention. (4) positive emotion plays an intermediary role in the relationship between organizational attachment and job performance. (5) different position levels, marriage or not, and different working years have significant different effects on organizational attachment.
【學(xué)位授予單位】：暨南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2011
【分類號(hào)】：C912.6
【引證文獻(xiàn)】
相關(guān)碩士學(xué)位論文 前1條
1 凌珊珊;女性領(lǐng)導(dǎo)者印象管理與員工情感依附的關(guān)系研究[D];吉林大學(xué);2012年
，本文編號(hào)：2500727
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