本文選題：變革型領(lǐng)導(dǎo)風(fēng)格　切入點(diǎn)：心理契約　出處：《福建師范大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：在考察并收集了本人所在地福州的將近50多家的私營企業(yè)員工的心理契約、領(lǐng)導(dǎo)風(fēng)格和工作投入的量表數(shù)據(jù),并且對(duì)相應(yīng)的量表進(jìn)行了探索性和驗(yàn)證性的因素分析,對(duì)本研究的針對(duì)的幾個(gè)問題進(jìn)行了論證： (1)研究私營企業(yè)員工所感知到的變革型領(lǐng)導(dǎo)風(fēng)格、心理契約和工作投入的總體狀況； (2)研究私營企業(yè)員工所感知到的變革型領(lǐng)導(dǎo)風(fēng)格、心理契約和工作投入三者之間的關(guān)系； (3)研究提高私營企業(yè)員工工作投入的對(duì)策。 本研究主要內(nèi)容包括： (1)變革型領(lǐng)導(dǎo)風(fēng)格問卷、心理契約問卷和工作投入問卷的跨地域、跨文化的探索驗(yàn)證。 (2)私營企業(yè)員工于變革型領(lǐng)導(dǎo)風(fēng)格、心理契約和工作投入的關(guān)系研究。 本文研究結(jié)論： (1)福州市私營企業(yè)員工在心理契約和領(lǐng)導(dǎo)風(fēng)格方面具有很強(qiáng)的地域化特征。推而廣之,在具體的一地的研究中,量表的本地化是必然的要求。 (2)福州市私企員工在不同的年齡、學(xué)歷、職位級(jí)別在心理契約的員工責(zé)任的規(guī)范合作維度上都存在顯著的差異,其他的背景并不顯著；不同的年齡和在企業(yè)工作的年數(shù)的不同在領(lǐng)導(dǎo)魅力維度上存在差異；不同的職位級(jí)別、在所在企業(yè)不同的工作年數(shù)和所在的企業(yè)的規(guī)模不同在心理契約的關(guān)系維度上具有顯著的差異。 (3)福州市私企員工的心理契約與工作投入存在顯著的正相關(guān)；私企員工的領(lǐng)導(dǎo)風(fēng)格與工作投入也存在顯著的正相關(guān)；私企的領(lǐng)導(dǎo)風(fēng)格的形成也極大地受到心理契約的影響。 (4)福州市私企的領(lǐng)導(dǎo)風(fēng)格在心理契約對(duì)工作投入的影響中起中介作用。意即福州市私企員工的心理契約不僅直接影響工作投入,還通過員工的領(lǐng)導(dǎo)風(fēng)格對(duì)工作投入產(chǎn)生作用。
[Abstract]:This paper investigates and collects the psychological contract, leadership style and work engagement scale data of more than 50 private enterprise employees in Fuzhou, and makes exploratory and confirmatory factor analysis on the corresponding scale. Several problems of this study are demonstrated:. 1) to study the general situation of transformational leadership style, psychological contract and job engagement perceived by private enterprise employees; (2) to study the relationship among transformational leadership style, psychological contract and work engagement perceived by private enterprise employees; Third, to study the countermeasures of increasing the work investment of private enterprise employees. The main contents of this study include:. 1) transformational leadership style questionnaire, psychological contract questionnaire and job engagement questionnaire. A study on the relationship between the transformational leadership style, psychological contract and work engagement of employees in private enterprises. The conclusions of this paper are as follows:. In Fuzhou, the employees of private enterprises have strong regional characteristics in psychological contract and leadership style. By extension, localization of the scale is an inevitable requirement in the study of a specific place. (2) there are significant differences among employees of private enterprises in Fuzhou in terms of their age, educational background and position level in the normative and cooperative dimensions of employee responsibility under psychological contract, but other backgrounds are not significant; Different ages and years of working in the enterprise are different in the dimension of leadership charm; different job levels, There are significant differences in the relationship dimension of psychological contract between the number of years of work and the size of the firm. 3) there is a significant positive correlation between the psychological contract and work engagement of the employees in Fuzhou, a significant positive correlation between the leadership style and work engagement of the employees in the private enterprise, and the formation of the leadership style of the private enterprise is greatly influenced by the psychological contract. 4) the leadership style of private enterprises in Fuzhou plays an intermediary role in the influence of psychological contract on work engagement, which means that psychological contract not only directly affects work engagement, but also exerts an effect on work engagement through staff leadership style.
【學(xué)位授予單位】：福建師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：B849

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本文編號(hào)：1614100