组织自豪情绪、组织自豪态度与员工创造力的关系研究
发布时间：2019-03-18 20:02
【摘要】：从管理实践来看,为应对随互联网经济快速发展不确定性剧增的市场环境,企业只有掌握有效催使创造力提升的方法和诀窍,才能源源不断地推陈出新,才能及时且精准地满足快变市场所需,才能跟得上市场步伐。一般而言,在每个企业员工的内心深处,会或多或少对他们所隶属的组织感到自豪或者不自豪。似乎对所属组织有自豪感的员工更愿意关注组织、更愿意为组织努力工作;相反则不然。似乎是否感到自豪与员工对组织的贡献与努力程度有某种关系;有自豪感的员工往往愿意为组织贡献更多才华、创造更多价值、努力创新等。然而事实真的是这样吗?本研究将组织自豪感作为自变量,并从情绪和态度维度将其划分为组织自豪情绪和组织自豪态度,取员工创造力为因变量、组织声誉为调节变量,搭建这四个变量间的关系模型,采用AM0S22.0和SPSS22.0软件对调查问卷获取的一手数据进行分析,包括描述性统计、信度分析、验证性因子分析、回归分析等,对组织自豪情绪、组织自豪态度分别对员工创造力的影响及组织声誉的调节作用进行验证。本研究得到的创新性结论如下:首先,组织自豪情绪和组织自豪态度都会对员工创造力产生显著正向影响。故在提升员工创造力的管理实践中,各层级管理者应意识到建立员工的组织自豪情绪和组织自豪态度的重要性。其次,组织自豪情绪正向影响组织自豪态度。因此管理者应意识到,随着员工服务时间的延长或体验组织自豪情绪次数的累加,员工对组织产生的短暂的不稳定的组织自豪情绪是会逐渐转变成更加稳定存续时间也更加长的组织自豪态度。再者,组织自豪态度在组织自豪情绪和员工创造力的关系中起到了部分中介作用。组织自豪情绪一部分会直接影响员工创造力,另一部分会通过组织自豪态度对其产生间接影响。最后,组织声誉能够分别正向调节组织自豪情绪与员工创造力以及组织自豪态度与员工创造力间的关系。组织声誉越正面积极,组织自豪情绪与组织自豪态度对员工创造力的影响越大,反之越小。这些都说明我国企业可以通过建立员工的组织自豪感激发员工创造性地投入到工作中,进而提升企业创新能力。
[Abstract]:From the point of view of management practice, in order to deal with the market environment with the rapid development of the Internet economy, only by mastering the methods and know-how to promote creativity effectively can enterprises constantly bring forth new ideas. In order to meet the needs of the fast-changing market in a timely and accurate manner, can keep up with the pace of the market. In general, in the heart of every employee, more or less proud of the organization they belong to or not proud of. Employees who seem to be proud of their organization are more likely to focus on the organization and work hard for it; on the contrary, they are not. It seems that pride has something to do with the contribution and effort of employees to the organization; proud employees tend to be willing to contribute more talent, create more value, innovate, and so on. But is it true? This study regards organizational pride as an independent variable, and divides it into organizational pride and organizational pride from the dimensions of emotion and attitude, takes employee creativity as a dependent variable, and takes organizational reputation as a moderating variable. Build the relationship model between the four variables, use AM0S22.0 and SPSS22.0 software to analyze the first-hand data obtained by the questionnaire, including descriptive statistics, reliability analysis, confirmatory factor analysis, regression analysis, etc., to the pride of the organization, Organizational pride attitude validates the influence of employee creativity and the regulation of organizational reputation. The innovative conclusions obtained in this study are as follows: firstly, organizational pride and organizational pride attitude have a significant positive impact on employee creativity. Therefore, in the management practice of improving employee creativity, managers at all levels should realize the importance of establishing employees' organizational pride and organizational pride attitude. Secondly, organizational pride has a positive effect on organizational pride. So managers should be aware that as employees extend their service hours or experience the number of times they experience organizational pride, The transient, unstable organizational pride that employees generate is a gradual shift to a more stable and longer-lasting organizational pride. Furthermore, organizational pride plays an important role in the relationship between organizational pride and employee creativity. Organizational pride affects employee creativity directly and indirectly through organizational pride. Finally, organizational reputation can positively regulate the relationship between organizational pride and employee creativity, as well as organizational pride attitude and employee creativity. The more positive and positive the organizational reputation, the greater the influence of organizational pride and organizational pride attitude on employee creativity, and vice versa. All of these indicate that enterprises in our country can encourage employees to invest creatively in the work by establishing organizational pride of employees, and then improve the innovation ability of enterprises.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
，
本文编号：2443188
[Abstract]:From the point of view of management practice, in order to deal with the market environment with the rapid development of the Internet economy, only by mastering the methods and know-how to promote creativity effectively can enterprises constantly bring forth new ideas. In order to meet the needs of the fast-changing market in a timely and accurate manner, can keep up with the pace of the market. In general, in the heart of every employee, more or less proud of the organization they belong to or not proud of. Employees who seem to be proud of their organization are more likely to focus on the organization and work hard for it; on the contrary, they are not. It seems that pride has something to do with the contribution and effort of employees to the organization; proud employees tend to be willing to contribute more talent, create more value, innovate, and so on. But is it true? This study regards organizational pride as an independent variable, and divides it into organizational pride and organizational pride from the dimensions of emotion and attitude, takes employee creativity as a dependent variable, and takes organizational reputation as a moderating variable. Build the relationship model between the four variables, use AM0S22.0 and SPSS22.0 software to analyze the first-hand data obtained by the questionnaire, including descriptive statistics, reliability analysis, confirmatory factor analysis, regression analysis, etc., to the pride of the organization, Organizational pride attitude validates the influence of employee creativity and the regulation of organizational reputation. The innovative conclusions obtained in this study are as follows: firstly, organizational pride and organizational pride attitude have a significant positive impact on employee creativity. Therefore, in the management practice of improving employee creativity, managers at all levels should realize the importance of establishing employees' organizational pride and organizational pride attitude. Secondly, organizational pride has a positive effect on organizational pride. So managers should be aware that as employees extend their service hours or experience the number of times they experience organizational pride, The transient, unstable organizational pride that employees generate is a gradual shift to a more stable and longer-lasting organizational pride. Furthermore, organizational pride plays an important role in the relationship between organizational pride and employee creativity. Organizational pride affects employee creativity directly and indirectly through organizational pride. Finally, organizational reputation can positively regulate the relationship between organizational pride and employee creativity, as well as organizational pride attitude and employee creativity. The more positive and positive the organizational reputation, the greater the influence of organizational pride and organizational pride attitude on employee creativity, and vice versa. All of these indicate that enterprises in our country can encourage employees to invest creatively in the work by establishing organizational pride of employees, and then improve the innovation ability of enterprises.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
，
本文编号：2443188
本文链接：https://www.wllwen.com/jingjilunwen/jiliangjingjilunwen/2443188.html
