發(fā)布時(shí)間：2018-07-10 09:54

  本文選題：員工妒忌 + 道德推脫��； 參考：《河南大學(xué)》2014年碩士論文

【摘要】：良好的人際關(guān)系對于保障組織運(yùn)行、有效完成核心任務(wù)和應(yīng)對外界環(huán)境都有著決定性作用。根據(jù)以往的研究發(fā)現(xiàn)，，研究者往往更加關(guān)注的是社會相互關(guān)系的積極一面，即社會支持的作用，而對于其消極方面社會阻抑的研究很少。研究社會阻抑對于控制和減少組織中的社會阻抑行為，引導(dǎo)員工更多地進(jìn)行親社會行為，以提升員工的心理健康和組織績效有著重要意義。 本研究對我國幾個(gè)不同城市的員工進(jìn)行了問卷調(diào)查，運(yùn)用探索性因素分析、驗(yàn)證性因素分析、相關(guān)分析、方差分析及多層回歸分析等方法，得到的結(jié)論如下： 第一，修訂后的員工妒忌問卷共有3個(gè)項(xiàng)目，是一個(gè)單維問卷，問卷具有良好的信效度，符合心理測量學(xué)的要求。 第二，修訂后的員工社會阻抑問卷共有17個(gè)項(xiàng)目，有2個(gè)維度，即來自上級的社會阻抑和來自同事的社會阻抑。問卷的信效度指標(biāo)良好，達(dá)到心理測量學(xué)的要求。 第三，不同性別、年齡、學(xué)歷員工在社會阻抑總分及上級和同事社會阻抑得分上存在顯著差異（p0.001）；不同婚姻狀況、職位級別員工在社會阻抑總分和同事社會阻抑得分上存在顯著差異（p0.001），在上級社會阻抑得分上差異不顯著（p0.05）；不同工作年限員工在上級社會阻抑得分上有著顯著差異（p0.001），在社會阻抑總分及同事社會阻抑得分上差異不顯著（p0.05）；不同單位性質(zhì)員工在社會阻抑總分及上級和同事社會阻抑得分上沒有顯著差異（p0.05）。 第四，員工妒忌對道德推脫及其八個(gè)維度具有顯著的正向預(yù)測作用；員工妒忌能顯著正向預(yù)測社會阻抑及其兩個(gè)維度；員工道德推脫在員工妒忌與社會阻抑之間起部分中介作用。
[Abstract]:Good interpersonal relationship plays a decisive role in ensuring the operation of the organization, effectively completing the core tasks and coping with the external environment. According to the previous studies, researchers tend to pay more attention to the positive side of social interrelationship, that is, the role of social support, but little research on the negative aspects of social inhibition. The study of social inhibition is of great significance to control and reduce the social inhibition behavior in the organization, to guide the employees to conduct more pro-social behaviors, and to improve the employees' mental health and organizational performance. This study conducted a questionnaire survey on employees in several different cities in China. The conclusions are as follows: first, by means of exploratory factor analysis, confirmatory factor analysis, correlation analysis, variance analysis and multilevel regression analysis. There are three items in the revised employee jealousy questionnaire, which is a single dimensional questionnaire. The questionnaire has good reliability and validity and meets the requirements of psychometrics. Second, the revised employee Social retardation questionnaire has 17 items, which have two dimensions: social inhibition from higher level and social inhibition from colleagues. The reliability and validity of the questionnaire are good and meet the requirements of psychometrics. Third, there were significant differences between gender, age, educational background employees in total score of social retardation and social inhibition scores of superiors and colleagues (p0.001). There was significant difference between the total score of social retardation and that of colleagues (p0.001), but there was no significant difference in the score of superior social inhibition (p0.05). There were significant differences in social retardation scores between employees with different working years (p0.001), but not in total social retardation scores and colleagues' social retardation scores (p0.05). There was no significant difference in the total score of social retardation and the scores of superior and colleagues in different units (p0.05). Fourth, employee jealousy has significant positive predictive effect on moral deduction and its eight dimensions, employee jealousy can significantly positively predict social inhibition and its two dimensions. Employee moral deduction plays an intermediary role between employee jealousy and social inhibition.
【學(xué)位授予單位】：河南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B842

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本文編號：2113006