【摘要】：現(xiàn)代社會競爭日趨激烈,一個企業(yè)要想在行業(yè)中立于不敗之地,只有提高其經(jīng)濟(jì)效益,歸根結(jié)底就是要提高員工績效。企業(yè)員工的工作績效主要有兩個層面：任務(wù)績效和周邊績效,本文主要是圍繞周邊績效這一維度進(jìn)行研究,具體而言,研究心理契約、組織承諾與周邊績效之間的關(guān)系。 本次研究分為兩次開展：初測和正式施測。通過初測對調(diào)查問卷進(jìn)行修訂,使其更符合中國國情,正式施測時有效問卷是332份,用SPSS16.0軟件進(jìn)行問卷的信度檢驗(yàn)、變量各維度在人口統(tǒng)計學(xué)變量上的T檢驗(yàn)和方差分析、各維度間的偏相關(guān)分析、共線性診斷、回歸分析和中介效應(yīng)的檢驗(yàn)等;使用AMOS17.0軟件對收集的調(diào)查問卷數(shù)據(jù)進(jìn)行效度檢驗(yàn)。研究顯示,心理契約、組織承諾和周邊績效各維度相關(guān)均達(dá)到統(tǒng)計學(xué)意義上的顯著性；工作年數(shù)與性別的交互作用在感情承諾上呈現(xiàn)顯著差異,性別在交易契約這一維度上有顯著差異,文化程度、工作年數(shù)在除心理契約外的各維度上均無顯著差異；并且通過中介效應(yīng)檢驗(yàn)發(fā)現(xiàn),組織承諾在心理契約和周邊績效間確實(shí)存在著中介作用： (1)感情承諾對交易契約與人際便利的關(guān)系起完全中介作用； (2)繼續(xù)承諾對交易契約與人際便利的關(guān)系起部分中介作用： (3)感情承諾對交易契約與工作奉獻(xiàn)的關(guān)系起部分中介作用； (4)感情承諾對關(guān)系契約與工作奉獻(xiàn)的關(guān)系起部分中介作用； (5)繼續(xù)承諾對交易契約與工作奉獻(xiàn)的關(guān)系起部分中介作用。
[Abstract]:The competition in modern society is becoming more and more fierce. If an enterprise wants to be invincible in the industry, it must improve its economic benefits, and in the final analysis, it is necessary to improve the performance of its employees. There are two levels of performance: task performance and peripheral performance. This paper focuses on the dimension of peripheral performance. Specifically, it studies the relationship between psychological contract, organizational commitment and peripheral performance. This study is divided into two stages: initial test and formal test. The questionnaire was revised to make it more in line with the situation of China. There were 332 valid questionnaires. The reliability of the questionnaire was tested by SPSS16.0 software, and the T test and variance analysis of the variables on the demographic variables were carried out. Partial correlation analysis among dimensions, co-linear diagnosis, regression analysis and the test of intermediary effect, etc. AMOS17.0 software was used to test the validity of the collected questionnaire data. The results showed that the correlation of psychological contract, organizational commitment and peripheral performance was statistically significant, and the interaction between years of work and gender showed significant differences in emotional commitment. Gender has significant difference in the dimension of transaction contract, but there is no significant difference in education level and number of years of work in all dimensions except psychological contract, and through the test of intermediary effect, it is found that there is no significant difference in each dimension except psychological contract. Organizational commitment does exist intermediary role between psychological contract and peripheral performance: (1) emotional commitment plays a complete intermediary role in the relationship between transaction contract and interpersonal convenience; (2) continuing commitment plays a partial intermediary role in the relationship between transaction contract and interpersonal convenience: (3) emotional commitment plays a part intermediary role in the relationship between transaction contract and work dedication; (4) emotional commitment partly mediates the relationship between relationship contract and work dedication, (5) continuing commitment plays a part intermediary role in the relationship between transaction contract and work dedication.
【學(xué)位授予單位】：天津師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B844.3

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本文編號：2213631