组织犬儒主义的形成与影响机制

发布时间：2018-04-02 06:32

本文选题：组织犬儒主义　切入点：付出获得不平衡模型　出处：《首都师范大学》2013年硕士论文

【摘要】：组织犬儒主义是一种具有绝望、挫败以及幻灭特征的态度,这种消极的态度弥漫在组织之中,而很多不利的组织现象也被归咎于此。这使得研究者有必要对组织犬儒主义的形成与影响机制进行研究。目前,国内外存在着一定数量的关于组织犬儒主义形成机制的研究,但是这些研究仅仅局限以心理契约违背为代表的少数理论框架之中,理论框架的单一导致了对组织犬儒主义的形成机制的探讨过于狭窄的状况。而同时,对于组织犬儒主义的研究在国内刚刚起步,相关的实证研究太少,亟需对组织犬儒主义进行本土化的验证研究。本研究基于付出获得不平衡模型(Effort-Reward Imbalance,简称ERI)及心理地位理论(life position)拓展了对组织犬儒主义形成和影响机制的研究思路。本研究共包含两个部分：研究一为心理地位形容词评定量表的编制。本研究基于前人研究,采用形容词词表的方式编制了心理地位形容词评定量表,并对377名员工进行施测。经过项目分析和探索性因素分析后,形成了修订后的问卷,并考察了问卷的信效度指标。研究结果表明该量表可用于后续研究。研究二为组织犬儒主义的模型构建。系统研究了付出获得不平衡模型、心理地位、组织犬儒主义、离职倾向之间的关系。本研究对研究一中的377名员工,施测了组织犬儒主义量表、ERI问卷、心理地位形容词评定量表及离职倾向量表,运用分层回归分析、路径分析等方法,讨论了其中的直接效应、调节效应和中介效应。本研究结果显示：(1)付出回报比对组织犬儒信念、组织犬儒情感、组织犬儒行为以及总体组织犬儒主义有着显著正向预测作用；(2)过度投入对组织犬儒信念、组织犬儒情感、组织犬儒行为以及总体组织犬儒主义没有显著的正向预测作用；(3)过度投入在付出回报比分别与组织犬儒信念、组织犬儒情感、组织犬儒行为以及总体组织犬儒主义之间的关系中没有调节作用；(4)“我好你不好”心理地位在付出回报比分别与组织犬儒信念、组织犬儒情感、组织犬儒行为以及总体组织犬儒主义之间的关系中有调节作用；(5)付出回报比对离职倾向有着显著正向预测作用;(6)过度投入对离职倾向没有显著的正向预测作用；(7)组织犬儒信念、组织犬儒情感、组织犬儒行为以及总体组织犬儒主义对离职倾向有着显著正向预测作用；(8)组织犬儒信念、组织犬儒情感、组织犬儒行为以及总体组织犬儒主义在付出汇报比及离职倾向间有着部分中介效应；(9)组织犬儒信念、组织犬儒情感、组织犬儒行为以及总体组织犬儒主义在过度投入及离职倾向间不存在中介效应。
[Abstract]:Organizational cynicism is an attitude characterized by despair, frustration, and disillusionment, a negative attitude that pervades the organization. This makes it necessary for researchers to study the formation and influence mechanism of tissue cynicism. At present, there are a number of researches on the formation mechanism of organizational cynicism at home and abroad, but these studies are limited to a few theoretical frameworks represented by psychological contract violation. The single theoretical framework leads to the narrow discussion of the formation mechanism of tissue cynicism. At the same time, the research on organizational cynicism has just started in China, and the relevant empirical studies are too few. It is urgent to study the localization of tissue cynicism. This study extends the research ideas on the formation and influence mechanism of tissue cynicism based on the "Effort-Reward balance" model (ERI) and the theory of mental status. This study consists of two parts:. The first is the compilation of the psychological status adjective rating scale. Based on previous studies, the psychological status adjective rating scale was developed by using the adjective lexicon. After item analysis and exploratory factor analysis, the revised questionnaire was formed, and the reliability and validity of the questionnaire was investigated. The results showed that the questionnaire could be used for further study. The second study is to construct the model of organizational cynicism. The relationship between the imbalance model of pay acquisition, psychological status, organizational cynicism and turnover intention is systematically studied. The direct effects of ERI questionnaire, psychological status adjective rating scale and turnover intention scale were discussed by means of stratified regression analysis and path analysis. The results of this study showed that the effect of organizational cynicism, organizational cynicism, organizational cynicism, organizational cynicism and overall organizational cynicism had significant positive predictive effects. The results showed that overcommitment to tissue cynicism had significant positive predictive effects on tissue cynicism. There is no significant positive predictive effect of organizational cynicism, organizational cynicism and overall cynicism. The relationship between the organization of cynicism and the overall organizational cynicism is not regulated by the psychological status of "I'm good you are not good" in terms of paying return ratio to organizing cynicism beliefs, organizing cynicism emotions, respectively. The relationship between organizational cynicism and overall organizational cynicism has a regulatory role. 5) the pay-reward ratio has a significant positive predictive effect on turnover intention. (6) there is no significant positive predictive effect of excessive investment on turnover intention and there is no significant positive predictive effect on turnover intention. Organizing cynicism, organizing cynicism and overall organization cynicism have a significant positive predictive effect on turnover intention. (8) organize cynicism beliefs, organize cynicism emotions, organize cynicism, and organize cynicism, organize cynicism, organize cynicism, and organize cynicism. Organization cynicism behavior and overall organizational cynicism have partial mediating effect between pay reporting ratio and turnover intention) organization cynicism belief and organization cynicism emotion. Organizational cynicism and overall organizational cynicism have no intermediary effect between overinvestment and turnover intention.
【学位授予单位】：首都师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：C936

【参考文献】