發(fā)布時(shí)間：2018-01-06 13:03

  本文關(guān)鍵詞：領(lǐng)導(dǎo)—成員交換、工作績(jī)效與下屬滿意度的關(guān)系研究　出處：《河北大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 領(lǐng)導(dǎo)—成員交換 工作績(jī)效 工作滿意度

【摘要】：在經(jīng)濟(jì)全球化的時(shí)代,企業(yè)都面臨著嚴(yán)峻的外部環(huán)境,競(jìng)爭(zhēng)越發(fā)的激烈�，F(xiàn)如今企業(yè)里的人成為企業(yè)最具有競(jìng)爭(zhēng)力的資產(chǎn)。因此,企業(yè)如果想要在現(xiàn)有環(huán)境中生存和發(fā)展下去,企業(yè)的領(lǐng)導(dǎo)者必須帶領(lǐng)員工改變自身以適應(yīng)外部環(huán)境的變化,并不斷協(xié)調(diào)領(lǐng)導(dǎo)與下屬之間的關(guān)系,以提高企業(yè)的競(jìng)爭(zhēng)力。在企業(yè)員工的交往關(guān)系中,怎樣才能讓領(lǐng)導(dǎo)者與下屬之間的互動(dòng)狀態(tài)處于最佳,以達(dá)到提升組織整體競(jìng)爭(zhēng)力的目的,是當(dāng)今領(lǐng)導(dǎo)行為有效性研究的熱點(diǎn)問(wèn)題。根據(jù)以上考量,本文通過(guò)探究中國(guó)文化背景下的領(lǐng)導(dǎo)—成員交換對(duì)于工作滿意度的影響,并引入工作績(jī)效作為中介變量,以領(lǐng)導(dǎo)—成員交換為自變量,以工作滿意度為因變量,來(lái)探究領(lǐng)導(dǎo)—成員交換對(duì)工作滿意度的具體作用機(jī)制。領(lǐng)導(dǎo)—成員交換是指,由于時(shí)間壓力和資源的有限性,領(lǐng)導(dǎo)者只會(huì)和下屬中的少部分人建立特殊的關(guān)系。這些個(gè)體就會(huì)成為圈內(nèi)人,他們受到領(lǐng)導(dǎo)更多的重視與幫助,并且有可能被賦予特權(quán);而其他下屬則成為圈外人,和領(lǐng)導(dǎo)的關(guān)系只局限于正式工作范圍之內(nèi)。本研究采用領(lǐng)導(dǎo)—成員交換量表、工作績(jī)效量表和工作滿意度量表對(duì)河北、天津、北京、四川、上海等地的企業(yè)員工進(jìn)行了問(wèn)卷調(diào)查,以411名員工為有效樣本,探究了領(lǐng)導(dǎo)—成員交換及其各維度對(duì)工作滿意度的影響,并對(duì)工作績(jī)效在兩者之間的作用方式進(jìn)行了探索。本研究以社會(huì)交換理論為基礎(chǔ)建立研究模型,運(yùn)用統(tǒng)計(jì)軟件進(jìn)行數(shù)據(jù)分析,得出以下結(jié)論:(1)領(lǐng)導(dǎo)—成員交換、工作績(jī)效與工作滿意度之間均存在顯著兩兩相關(guān)。領(lǐng)導(dǎo)—成員交換的各維度與工作績(jī)效各維度之間存在顯著正相關(guān);領(lǐng)導(dǎo)—成員交換各維度與工作滿意度存在顯著正相關(guān);工作績(jī)效各維度與工作滿意度存在顯著正相關(guān)。(2)領(lǐng)導(dǎo)—成員交換對(duì)工作滿意度有顯著的正向預(yù)測(cè)作用,它的情感、忠誠(chéng)、貢獻(xiàn)、專(zhuān)業(yè)尊敬維度均對(duì)工作滿意度具有顯著的正向預(yù)測(cè)作用。領(lǐng)導(dǎo)—成員交換對(duì)工作績(jī)效具有顯著正向預(yù)測(cè)作用,它的情感、忠誠(chéng)、貢獻(xiàn)、專(zhuān)業(yè)尊敬維度均對(duì)工作績(jī)效具有顯著正向預(yù)測(cè)作用。工作績(jī)效對(duì)工作滿意度有顯著正向預(yù)測(cè)作用,它的關(guān)系績(jī)效和任務(wù)績(jī)效維度均對(duì)工作滿意度有顯著的正向預(yù)測(cè)作用。(3)工作績(jī)效在領(lǐng)導(dǎo)—成員交換對(duì)工作滿意度的影響中起部分中介作用。工作績(jī)效的關(guān)系績(jī)效和任務(wù)績(jī)效維度在領(lǐng)導(dǎo)—成員交換對(duì)工作滿意度的影響中都起到了部分中介作用。工作績(jī)效在領(lǐng)導(dǎo)—成員交換的情感、忠誠(chéng)、貢獻(xiàn)和專(zhuān)業(yè)尊敬維度對(duì)工作滿意度的影響中都起到了部分中介作用。
[Abstract]:In the era of economic globalization, enterprises are facing severe external environment, increasingly fierce competition. Nowadays, the person in the enterprise to become the most competitive assets. Therefore, if enterprises want to survive in the existing environment and develop, the enterprise leaders must lead the staff to change themselves to adapt to changes in the external environment. And continue to coordinate the relationship between leaders and subordinates, in order to improve the competitiveness of enterprises. In the enterprise employee relations, how to make the leader and the interaction between subordinates in the best, to improve the overall competitiveness of the organization, is a hot issue in research on the effectiveness of the leadership behavior. Based on the above considerations, this paper study leader member Chinese under the background of cultural exchange impact on job satisfaction and job performance, introduced as an intermediary variable, the leader member exchange As the independent variable, job satisfaction as dependent variable to explore the specific mechanism of leader member exchange on job satisfaction. Leader member exchange is that, due to the limited time and resources pressure, the leader will only establish special relationship with subordinates in a small number of people. These individuals will become a circle, they are leadership attention and help more, and may be privileged; become outsiders and other subordinate relations and leadership only confined to formal work range. This research adopts leader member exchange scale and job performance scale and job satisfaction scale in Hebei, Tianjin, Beijing, Sichuan, Shanghai as the enterprise staff conducted a questionnaire survey to 411 employees as samples, to explore the impact of leader member exchange and each dimension of job satisfaction, and job performance in between Mode of action was explored. Based on the social exchange theory to establish the research model as the basis, the data were analyzed by statistical software, draw the following conclusions: (1) leader member exchange, there were 22 significant correlation between job performance and job satisfaction. There is a significant positive correlation between each dimension and the work performance of leader member exchange dimensions; leader member exchange and each dimension of job satisfaction has significant positive correlation; was positively related to job performance dimensions and job satisfaction. (2) leader member exchange has a significant positive effect on job satisfaction, its emotion, loyalty, contribution and professional respect dimensions have significant positive predictive effect on the job satisfaction. Leader member exchange has significant positive predictive effect on job performance, its emotion, loyalty, contribution and professional respect to dimensions of work performance The effect has significant positive predictive effect. The work performance has a significant positive predictive effect on job satisfaction, the relationship between its performance and task performance dimensions have significant positive predictive effect on job satisfaction. (3) performance exchange plays a part intermediary role influence on job satisfaction in leader member relationship performance and job performance. The task performance dimension in leader member exchange effect on job satisfaction plays a mediating role. Job performance in the leader member exchange emotion, loyalty, contribution and professional respect dimensions influence on job satisfaction plays a mediating role.

【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：C936

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