本文關(guān)鍵詞：社會支持與企業(yè)員工創(chuàng)造性績效的關(guān)系：工作特性與自我決定的作用　出處：《沈陽師范大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 員工創(chuàng)造性績效 社會支持 自我決定 工作特性

【摘要】：企業(yè)需要通過創(chuàng)新來提高和維持其競爭力,只有不斷的通過新穎的創(chuàng)意、革新的技術(shù)才能使得企業(yè)在激烈的市場競爭中擁有一席之地。激發(fā)員工的創(chuàng)造性已經(jīng)成為企業(yè)發(fā)展的重要條件,提高員工的創(chuàng)造性績效也逐漸成為管理心理學(xué)研究領(lǐng)域中的熱點(diǎn)。文獻(xiàn)回顧發(fā)現(xiàn),關(guān)于社會支持、工作特性、自我決定與員工創(chuàng)造性績效之間的關(guān)系的研究成果不是十分豐富,只能從一些相關(guān)研究中得出關(guān)于四者關(guān)系的推斷。故本文擬基于自我決定理論的視角對社會支持、工作特性、自我決定和員工創(chuàng)造性績效四者關(guān)系進(jìn)行深入的探究,這在一定程度上拓寬了自我決定理論的研究領(lǐng)域,為將來進(jìn)一步研究員工創(chuàng)造性績效提供理論基礎(chǔ),對于企業(yè)提高員工創(chuàng)造性績效有重要意義。本研究以企業(yè)員工為研究對象,采用祝金鑫的社會支持量表、武向華的員工創(chuàng)造性績效量表、Deci的自我決定能力量表和陳潔的工作特性量表,采用隨機(jī)抽樣的方法用問卷星對沈陽企業(yè)員工發(fā)放問卷,共收回有效問卷310份,用SPSS21.0進(jìn)行描述性統(tǒng)計(jì)分析,多層線性回歸分析,spss process中的模型對文中提出的理論模型進(jìn)行回歸分析,并得出以下結(jié)論:(1)社會支持與員工創(chuàng)造性績效呈現(xiàn)顯著的正向相關(guān),即員工獲得的社會支持越高,員工創(chuàng)造性績效越高。(2)社會支持與自我決定呈現(xiàn)顯著的正向相關(guān),即員工獲得的社會支持越高,自身的自我決定越強(qiáng)。(3)自我決定與員工創(chuàng)造績效呈現(xiàn)顯著的正向相關(guān),即員工自身自我決定越強(qiáng),其員工創(chuàng)造性績效越高。(4)工作特性在社會支持與員工創(chuàng)造性績效間起調(diào)節(jié)作用,即工作特性可以調(diào)節(jié)社會支持與員工創(chuàng)造性績效的關(guān)系。(5)自我決定在社會支持與員工創(chuàng)造性績效的關(guān)系中存在著中介作用,即社會支持通過自我決定對員工創(chuàng)造性績效產(chǎn)生作用。
[Abstract]:Enterprises need to improve and maintain their competitiveness through innovation, only through innovative ideas. Innovative technology can make enterprises have a place in the fierce market competition, and stimulate the creativity of employees has become an important condition for the development of enterprises. Improving the creative performance of employees has gradually become a hot spot in the field of management psychology. Literature review found that social support, work characteristics. The research on the relationship between self-decision and employees' creative performance is not very rich. Only from some relevant studies on the relationship between the four inferences, so this paper based on the perspective of self-determination theory of social support, work characteristics. The relationship between self-decision and employee creative performance is deeply explored, which to some extent broadens the research field of self-decision theory, and provides the theoretical basis for further research on employee creative performance in the future. This research takes the enterprise staff as the research object, uses Zhu Jinxin's social support scale, Wu Xianghua's employee creative performance scale. Deci's Self-Determination ability scale and Chen Jie's work characteristic scale were used in random sampling to issue questionnaires to Shenyang employees. A total of 310 valid questionnaires were collected. The descriptive statistical analysis is carried out with SPSS21.0, and the model in multilayer linear regression analysis is used in SPSS process to analyze the theoretical model proposed in this paper. And draw the following conclusion: 1) Social support and employees creative performance showed a significant positive correlation, that is, the higher the social support employees received. The higher the employee's creative performance, the higher the social support is positively correlated with self-decision, that is, the higher the social support is. The stronger the self-decision, the stronger the positive correlation between the self-decision and the employee's creative performance, that is, the stronger the employee's self-decision. The higher the employees' creative performance, the higher the work characteristics play a role in the adjustment between social support and employees' creative performance. That is, job characteristics can adjust the relationship between social support and employees' creative performance. 5) Self-determination plays an intermediary role in the relationship between social support and employees' creative performance. That is, social support has an effect on employees' creative performance through self-decision.
【學(xué)位授予單位】：沈陽師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：B804.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前5條

1 蔣玉涵;魏季;;員工創(chuàng)造性績效的研究評述與展望[J];山東工會論壇;2015年02期

2 王朝暉;;高績效工作系統(tǒng)、雙元型創(chuàng)新與企業(yè)績效:關(guān)系情境的調(diào)節(jié)作用[J];科學(xué)決策;2014年09期

3 段錦云;黃彩云;;變革型領(lǐng)導(dǎo)對員工建言的影響機(jī)制再探:自我決定的視角[J];南開管理評論;2014年04期

4 隋楊;王輝;岳旖旎;Fred Luthans;;變革型領(lǐng)導(dǎo)對員工績效和滿意度的影響:心理資本的中介作用及程序公平的調(diào)節(jié)作用[J];心理學(xué)報(bào);2012年09期

5 張劍;董荔;田一凡;;促進(jìn)還是阻礙:情感對員工創(chuàng)造性績效的影響[J];心理科學(xué)進(jìn)展;2010年06期

相關(guān)博士學(xué)位論文 前1條

1 張劍　;影響員工創(chuàng)造性績效的組織情境因素及動機(jī)機(jī)制研究[D];首都師范大學(xué);2003年

相關(guān)碩士學(xué)位論文 前6條

1 劉佩;服務(wù)業(yè)員工組織認(rèn)同、工作特征與員工創(chuàng)新行為研究[D];西南財(cái)經(jīng)大學(xué);2014年

2 王培光;工作特性對員工創(chuàng)新行為影響機(jī)理的實(shí)證研究[D];江西財(cái)經(jīng)大學(xué);2013年

3 武向華;前瞻性人格與企業(yè)員工的創(chuàng)造性績效：自我效能感的中介作用[D];河南大學(xué);2011年

4 馮立婷;大學(xué)生自我決定能力、情緒調(diào)節(jié)和學(xué)習(xí)投入的關(guān)系研究[D];河北師范大學(xué);2010年

5 蘇紅玲;組織內(nèi)工作伙伴支持影響員工創(chuàng)造力的過程模型研究[D];浙江大學(xué);2008年

6 朱林仙;大學(xué)生心理壓力、社會支持及其與學(xué)習(xí)倦怠的關(guān)系研究[D];浙江大學(xué);2007年

，

本文編號：1433703