本文選題：個(gè)人-團(tuán)隊(duì)匹配 + 心理所有權(quán)　； 參考：《寧夏大學(xué)》2017年碩士論文

【摘要】：創(chuàng)新是現(xiàn)代企業(yè)謀求生存與創(chuàng)造競爭資本之關(guān)鍵。隨著以團(tuán)隊(duì)為單位的工作形式在企業(yè)中應(yīng)用得日益廣泛,其成員與團(tuán)隊(duì)之間的匹配對創(chuàng)新行為影響的重要性日益凸顯。因此,本研究立足個(gè)體層面,探討個(gè)人—團(tuán)隊(duì)匹配(價(jià)值觀匹配、能力—要求匹配、需求—供給匹配)影響個(gè)體創(chuàng)新行為的內(nèi)在心理機(jī)制,分析不同職級水平下個(gè)人創(chuàng)新行為的差異,從而豐富相關(guān)理論成果,為管理實(shí)踐提供參考�；谇叭说南嚓P(guān)研究,本研究構(gòu)建理論模型并提出研究假設(shè)。研究首先對個(gè)人-團(tuán)隊(duì)匹配問卷與心理所有權(quán)問卷進(jìn)行修訂,收集705份有效預(yù)試問卷,運(yùn)用SPSS21.0和Amos19.0經(jīng)過項(xiàng)目分析、探索性因素分析、相關(guān)分析與驗(yàn)證性因素分析,檢驗(yàn)問卷有效性。繼而進(jìn)行正式問卷調(diào)查,收集375份有效正式問卷,運(yùn)用SPSS21.0和Amos19.0經(jīng)過相關(guān)分析、回歸分析以及結(jié)構(gòu)方程模型對構(gòu)建的理論模型與研究假設(shè)進(jìn)行檢驗(yàn)。通過實(shí)證研究,本文得出以下結(jié)論:第一,人口統(tǒng)計(jì)學(xué)特征對個(gè)人創(chuàng)新行為具有顯著作用,不同年齡和不同工齡的個(gè)體在個(gè)人創(chuàng)新行為方面呈現(xiàn)顯著差異,性別和學(xué)歷對個(gè)人創(chuàng)新行為無顯著作用;第二,個(gè)人-團(tuán)隊(duì)匹配的三個(gè)維度均對個(gè)人創(chuàng)新行為具有顯著正向作用;第三,心理所有權(quán)在個(gè)人-團(tuán)隊(duì)匹配與個(gè)人創(chuàng)新行為關(guān)系之間起中介作用。其中,心理所有權(quán)在價(jià)值觀一致性匹配、需求-供給匹配與與個(gè)人創(chuàng)新行為關(guān)系之間起完全中介作用,在能力-要求匹配與個(gè)人創(chuàng)新行為關(guān)系之間起部分中介作用;第四,職級在心理所有權(quán)與個(gè)人創(chuàng)新行為關(guān)系之間起調(diào)節(jié)作用。
[Abstract]:Innovation is the key for modern enterprises to survive and create competitive capital. With the increasing application of team-based work in enterprises, the importance of the matching between their members and teams to the impact of innovation behavior is becoming increasingly prominent. Therefore, based on the individual level, this study explores the intrinsic psychological mechanism of individual-team matching (value matching, competency-requirement matching, demand-supply matching) affecting individual innovation behavior. This paper analyzes the differences of individual innovation behavior at different levels, which enriches relevant theoretical results and provides reference for management practice. Based on the previous studies, this study constructs a theoretical model and proposes research assumptions. The study first revised the personal team matching questionnaire and the psychological ownership questionnaire, collected 705 valid pre-test questionnaires, and used SPSS 21.0 and Amos19.0 through project analysis, exploratory factor analysis, correlation analysis and confirmatory factor analysis. To test the validity of the questionnaire. Then a formal questionnaire survey was conducted, 375 valid formal questionnaires were collected, and SPSS 21.0 and Amos19.0 were used for correlation analysis, regression analysis and structural equation model to test the theoretical model and the research hypothesis. Through empirical research, the following conclusions are drawn: first, demographic characteristics play a significant role in individual innovation behavior, and individuals of different ages and different working years have significant differences in individual innovation behavior. Gender and education have no significant effect on individual innovation behavior; second, the three dimensions of individual-team matching have significant positive effects on individual innovation behavior; third, Psychological ownership plays an intermediary role in the relationship between individual-team matching and individual innovation behavior. Among them, psychological ownership plays a complete intermediary role between the matching of values, the matching between demand and supply and the relationship between individual innovation behavior, and the relationship between ability and demand matching and individual innovation behavior. Fourth, Rank plays an important role in regulating the relationship between psychological ownership and individual innovative behavior.
【學(xué)位授予單位】：寧夏大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：B849;F272.92

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