發(fā)布時(shí)間：2018-01-17 23:10

  本文關(guān)鍵詞：工作情感事件對(duì)信息技術(shù)行業(yè)知識(shí)型員工情感承諾影響的實(shí)證研究　出處：《云南師范大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 信息技術(shù)行業(yè) 情感事件 情感狀態(tài) 情感承諾

【摘要】：伴隨著人本主義管理思想的不斷發(fā)展,越來越多的管理者意識(shí)到除了規(guī)范的制度化管理以外,組織也需要對(duì)人們?cè)诠ぷ髦械那楦袉栴}加以重視。員工在工作中所經(jīng)歷的一些情感事件不僅會(huì)影響到他們的情感,而且有可能帶來他們對(duì)工作和組織認(rèn)知的改變。Weiss和Cropanzano構(gòu)建的情感事件理論揭示了情感事件、情感狀態(tài)及工作態(tài)度三者之間的關(guān)系,而這一理論的相關(guān)研究在我國較為薄弱。本研究以信息技術(shù)行業(yè)知識(shí)型員工為研究對(duì)象,以情感事件理論為基礎(chǔ)探討不同的情感事件是如何對(duì)員工的情感狀態(tài)和對(duì)組織情感承諾產(chǎn)生影響的。本研究將定性和定量的方法相結(jié)合。首先自編信息技術(shù)行業(yè)知識(shí)型員工情感事件測量問卷,對(duì)193名員工進(jìn)行問卷調(diào)查初測,通過項(xiàng)目分析、探索性因素分析、問卷信效度分析和結(jié)構(gòu)方程模型驗(yàn)證,最終確立了積極情感事件和消極情感事件各11項(xiàng),分別提取了工作支持、組織制度支持、同事支持和個(gè)人成長支持4個(gè)維度。然后對(duì)人口學(xué)變量在信息技術(shù)行業(yè)知識(shí)型員工的積極和消極情感事件上的感知進(jìn)行了差異分析,不同人口學(xué)變量在不同性質(zhì)的情感事件上的感知程度也不同。第三,探討了不同的積極和消極情感事件對(duì)情感狀態(tài)以及情感承諾的影響,并檢驗(yàn)了情感狀態(tài)在情感事件和情感承諾之間的中介作用,但中介效應(yīng)只有在以消極情感為中介變量,消極情感事件為自變量的條件下才顯著。積極情感事件中的個(gè)人成長支持維度不能預(yù)測積極的情感狀態(tài)和較高的情感承諾;消極情感事件中同事支持這一維度的情感事件對(duì)消極情感狀態(tài)影響較大,組織制度支持這一維度的事件對(duì)情感承諾影響較大。最后根據(jù)不同維度情感事件對(duì)感狀態(tài)和情感承諾的影響研究給出了相關(guān)的情感管理建議。
[Abstract]:With the continuous development of humanistic management, more and more managers realize that in addition to standardized institutional management. Organizations also need to pay attention to the emotional problems of people at work. Some emotional events experienced by employees at work will not only affect their emotions. And it is possible to bring about changes in their perceptions of work and organization. Weiss and Cropanzano's theory of emotional events reveals emotional events. The relationship between emotional state and work attitude, but the related research of this theory is relatively weak in our country. This research takes the information technology industry knowledge worker as the research object. Based on the theory of affective events, this paper discusses how different affective events affect employees' emotional state and organizational affective commitment. This study combines qualitative and quantitative methods. Questionnaire on emotional events of knowledge employees. A questionnaire survey was conducted among 193 employees through item analysis, exploratory factor analysis, reliability and validity analysis and structural equation model verification. Finally, 11 items of positive and negative emotional events were established, and job support and organizational system support were extracted respectively. There are four dimensions of colleague support and personal growth support. Then the difference analysis of demographic variables in the positive and negative emotional events of knowledge workers in information technology industry is conducted. Different demographic variables in the different nature of emotional events on the perception of different degrees. Third, discussed the different positive and negative emotional events on emotional state and emotional commitment. It also examines the mediating effect of emotional state between affective event and affective commitment, but the mediating effect only takes negative emotion as intermediary variable. Negative affective events are significant only when they are independent variables. The dimension of personal growth support in positive affective events can not predict positive affective state and high affective commitment. In the negative emotional events, the emotional events supported by colleagues in this dimension have a great influence on the negative emotional state. The event of organizational system support this dimension has great influence on affective commitment. Finally, according to the influence of different dimension of affective events on emotional state and affective commitment, the author gives some relevant emotional management suggestions.
【學(xué)位授予單位】：云南師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：B842

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