自我效能感对员工建言行为影响机制研究

发布时间：2018-06-30 21:43

本文选题：自我效能感 + 心理安全感　；参考：《哈尔滨工业大学》2017年硕士论文

【摘要】：在高速发展的经济环境下,创新、变革已经成为每一个企业的生存法则,唯有以改变应万变才能保证企业长久的发展下去。而建言作为组织内部信息沟通的重要方式之一,对于推动组织创新与变革有十分关键的作用。因此,管理者应该意识到建言行为的重大意义。本文基于环境不确定性理论与社会交换理论,研究自我效能感对检验行为的影响作用,考察心理安全感在建言行为与自我效能感之间的中介作用,同时把组织公平感作为调节变量,探讨其三个维度(分配公平、程序公平与互动公平)对自我效能感与心理安全感关系的影响。意在通过本研究丰富现有建言相关理论,同时为企业鼓励员工建言行为提供参考意见。本研究通过实地发放问卷与网络发放问卷两种途径进行数据收集,共发出270份,回收有效数据241份,有效回收率为89.26%。调查所用问卷借鉴了现有的成熟量表,并根据预调研结果和具体研究目的做了稍微调整,信度分析与效度分析结果证明问卷具有良好的信度与效度。然后利用SPSS软件对收集到的数据进行整理分析。首先,为了解样本的基本情况进行描述性统计分析;其次,对人口统计学变量进行方差分析,发现年龄和学历两个因素会对中介变量和因变量产生影响,把其设为控制变量;再次,进行变量的相关性分析,理清变量之间的相关关系;最后,利用回归分析对文中假设进行检验,验证自我效能感对建言行为的两个维度均有显著正向影响、心理安全感在自我效能感与建言行为两个维度之间起到部分中介作用、程序公平与互动公平在自我效能感与心理安全感之间有显著调节作用,分配公平没有显著调节作用。根据研究结果,本文针对企业如何鼓励员工建言行为提出如下建议:第一,利用奖励机制与提高员工自我效能感两种手段来增强员工的建言动机;第二营造良好的企业建言氛围与组织公平氛围,让员工处于公平、透明的环境中,增强其心理安全感,从而敢于建言;第三,领导作为建言行为的接受者,应担任起支持者、鼓励者与倾听者三种角色,对员工的建言行为予以肯定,增加员工的自我效能感与工作主动性,从而表现出更多的建言行为。因为建言行为的发生并不只受某一单一因素的影响,因此应从多方面入手,结合多种方式来鼓励员工建言。
[Abstract]:In the rapid development of economic environment, innovation and change has become the survival rule of every enterprise, only by changing to change can ensure the long-term development of enterprises. As one of the important ways of internal information communication, advice plays a key role in promoting organizational innovation and change. Therefore, managers should be aware of the significance of constructive behavior. Based on the theory of environmental uncertainty and social exchange, this paper studies the effect of self-efficacy on test behavior, and examines the intermediary role of psychological security between constructive behavior and self-efficacy. At the same time, taking the sense of organizational justice as the regulating variable, this paper discusses the influence of its three dimensions (distributive equity, procedural fairness and interactive fairness) on the relationship between self-efficacy and psychological security. The purpose of this study is to enrich the existing theory of advice, and to provide reference for enterprises to encourage employee advice. In this study, 270 questionnaires were sent out, 241 valid data were recovered, and the effective recovery rate was 89.26%. The questionnaire used in this study draws lessons from the existing mature scale and is adjusted slightly according to the results of pre-survey and specific research purposes. The reliability analysis and validity analysis results show that the questionnaire has good reliability and validity. Then the SPSS software is used to analyze the collected data. First of all, in order to understand the basic situation of the sample for descriptive statistical analysis; secondly, the variance analysis of demographic variables, found that age and education will have an impact on the intermediary variables and dependent variables, set them as control variables; Thirdly, the correlation analysis of variables is carried out to clarify the correlation between variables. Finally, regression analysis is used to test the hypothesis of the paper, and it is verified that self-efficacy has a significant positive impact on the two dimensions of constructive behavior. Psychological security plays a part of intermediary role between the two dimensions of self-efficacy and constructive behavior, procedural fairness and interactive equity have significant regulatory role between self-efficacy and psychological security, distribution equity has no significant regulatory role. According to the results of the study, this paper puts forward the following suggestions on how to encourage employees to make suggestions: first, using the reward mechanism and improving employees' self-efficacy to enhance employees' motivation to advise; Second, to create a good atmosphere of corporate advice and organizational justice, to make employees in a fair and transparent environment, to enhance their psychological security, and thus to dare to make suggestions; third, the leader, as the recipient of the constructive behavior, should act as a supporter. The three roles of the motivator and the listener affirm the employee's constructive behavior and increase the employee's self-efficacy and work initiative so as to show more constructive behavior. Because the occurrence of advice behavior is not only affected by a single factor, so we should start from many aspects, combine many ways to encourage employees to advise.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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