员工—企业之间纵向信任的影响因素及其与员工敬业度的关系研究
|
摘要
竞争,是这个时代的主题。在竞争中占据优势地位,是企业孜孜以求的目标。人力资源与人才,已经日益成为企业竞争中的致胜武器,成为现代竞争中的关键因素。然而现阶段离职率居高不下、员工工作懈怠等情况在企业中却普遍存在。那么如何才能够充分发挥人才的作用,使他们以最好的状态为企业创造优势呢?企业与员工之间要建立良好的关系,信任是关键。越来越多的国内企业纷纷寻求措施来提高员工和企业之间的相互信任关系,但收效不甚理想。
针对这一现实问题和理论困惑,本文在梳理归纳前人研究成果的基础上,提出相关假设并构建研究模型,通过问卷调查和统计分析法对模型和假设进行验证,以期为企业管理者提供理论指导,提高员工和企业之间的纵向信任水平和员工的敬业度。
本文共分为六章。第一章为导论,对选题背景进行了分析,并提出研究问题,说明了本文的理论及现实意义,得出本文的研究思路与论文框架。第二章文献述评部分,主要对组织信任、员工——企业之间纵向信任、员工敬业度的相关研究进行了述评,并在述评过程中提出相关假设。第三章为研究的理论构思与总体设计部分,主要进行变量的界定和研究假设的归纳,并构建本文的理论模型。第四章进行问卷设计和实证分析,根据调研数据,分析验证本文提出的相关假设。第五章为结论讨论与建议,对本文的研究结果进行讨论,与前人的研究结论进行对比,并对管理实践提出建议。第六章为研究总结与展望,总结了本文的创新点和不足之处,提出研究展望。
通过实证研究,本文得出的结论是:组织因素中各因子对员工——企业之间纵向信任有正向影响作用;管理风格因素中的管理专制程度因子与员工——企业之间纵向信任具有中度的负向影响;员工个体因素中的员工的积极个性对员工——企业之间纵向信任没有显著影响,而员工的工作态度则是重要的影响因素。
Competition is the theme of the times. To occupy the dominant position in competition is the goal enterprises pursued. The talents, has increasingly become winning weapon and key factor in modern enterprise competition. But high turnover rate, slack, and so on are prevalent at this stage, so how can we retain the talents and bring them into full play?
To establish a good relationship between employee & enterprise, trust is a key factor. More and More domestic enterprises have to seek measures to improve the trust between employee & enterprise, but the results are unsatisfactory. Faced with this reality, this paper in order to provide practical guidance to corporate managers, and improve longitudinal trust between employee & enterprise. It based on reviews of previous literature, proposed related assumptions and building a research model, then test the hypotheses through questionnaires and statistical analysis.
This paper consists of six chapters. Chapter 1 is the introduction. It mainly analyzes the background of the topic and briefly illustrates the theoretical, practical meaning and the framework of this research. Chapter 2 reviews the related literature. Two sections involve: the first is the literature of the organizational trust, longitudinal trust between employee & enterprise, and influencing factors of them. The second part is the related theories and empirical studies of employee engagement. The related hypotheses are approached at the same time. Chapter 3 is variables define and model setup. Variables are defined and hypotheses are summarized based on the reviews of chapter 2, then research model is setup. Chapter 4 is the empirical research on the influencing factors of longitudinal trust between employee & enterprise. According to the survey data of questionnaires, this paper analyzes and tests the research model and related hypotheses. Chapter 5 summarizes the results and comparing them with previous research, then recommend to the management practice. Chapter 6 concludes the main innovation of this paper, points out the limitations and further research direction.
Through empirical research, this paper came to the following conclusions: Organizational factor have a positive impact on the longitudinal trust between employee & enterprise; The degree of authoritarian management in management style factor have a negative impact on the longitudinal trust between employee & enterprise; As to the individual factor, the factor of employee's positive personality have no significantly impact, but the factor of employee's work attitude have important impact on the longitudinal trust between employee & enterprise.
针对这一现实问题和理论困惑,本文在梳理归纳前人研究成果的基础上,提出相关假设并构建研究模型,通过问卷调查和统计分析法对模型和假设进行验证,以期为企业管理者提供理论指导,提高员工和企业之间的纵向信任水平和员工的敬业度。
本文共分为六章。第一章为导论,对选题背景进行了分析,并提出研究问题,说明了本文的理论及现实意义,得出本文的研究思路与论文框架。第二章文献述评部分,主要对组织信任、员工——企业之间纵向信任、员工敬业度的相关研究进行了述评,并在述评过程中提出相关假设。第三章为研究的理论构思与总体设计部分,主要进行变量的界定和研究假设的归纳,并构建本文的理论模型。第四章进行问卷设计和实证分析,根据调研数据,分析验证本文提出的相关假设。第五章为结论讨论与建议,对本文的研究结果进行讨论,与前人的研究结论进行对比,并对管理实践提出建议。第六章为研究总结与展望,总结了本文的创新点和不足之处,提出研究展望。
通过实证研究,本文得出的结论是:组织因素中各因子对员工——企业之间纵向信任有正向影响作用;管理风格因素中的管理专制程度因子与员工——企业之间纵向信任具有中度的负向影响;员工个体因素中的员工的积极个性对员工——企业之间纵向信任没有显著影响,而员工的工作态度则是重要的影响因素。
Competition is the theme of the times. To occupy the dominant position in competition is the goal enterprises pursued. The talents, has increasingly become winning weapon and key factor in modern enterprise competition. But high turnover rate, slack, and so on are prevalent at this stage, so how can we retain the talents and bring them into full play?
To establish a good relationship between employee & enterprise, trust is a key factor. More and More domestic enterprises have to seek measures to improve the trust between employee & enterprise, but the results are unsatisfactory. Faced with this reality, this paper in order to provide practical guidance to corporate managers, and improve longitudinal trust between employee & enterprise. It based on reviews of previous literature, proposed related assumptions and building a research model, then test the hypotheses through questionnaires and statistical analysis.
This paper consists of six chapters. Chapter 1 is the introduction. It mainly analyzes the background of the topic and briefly illustrates the theoretical, practical meaning and the framework of this research. Chapter 2 reviews the related literature. Two sections involve: the first is the literature of the organizational trust, longitudinal trust between employee & enterprise, and influencing factors of them. The second part is the related theories and empirical studies of employee engagement. The related hypotheses are approached at the same time. Chapter 3 is variables define and model setup. Variables are defined and hypotheses are summarized based on the reviews of chapter 2, then research model is setup. Chapter 4 is the empirical research on the influencing factors of longitudinal trust between employee & enterprise. According to the survey data of questionnaires, this paper analyzes and tests the research model and related hypotheses. Chapter 5 summarizes the results and comparing them with previous research, then recommend to the management practice. Chapter 6 concludes the main innovation of this paper, points out the limitations and further research direction.
Through empirical research, this paper came to the following conclusions: Organizational factor have a positive impact on the longitudinal trust between employee & enterprise; The degree of authoritarian management in management style factor have a negative impact on the longitudinal trust between employee & enterprise; As to the individual factor, the factor of employee's positive personality have no significantly impact, but the factor of employee's work attitude have important impact on the longitudinal trust between employee & enterprise.
引文
[1]Nyhan R.C.Changing the Paradigm:Trust and Its Role in Public Sector Organizations[J].American Review of Public Administration,2000,3.
[2]黄铭庭.公务人员知识分享意愿、组织信任与组织文化之关系研究[D].台湾:台湾科技大学,2001.
[3]席酉民,杜永怡,刘晖.组织成员对组织信任的影响因素及其作用关系研究[J].经济管理,2004,(18).
[4]Mishra A.K.,& Mishra K.E.,.The Role of Trust in Effective Downsizing Strategies[J].Human Resources Management,1994,(33).
[5]Roger C Mayer,James H Davis,F David Schoorman.An integrative model of organizational trust[J].Academy of Management Review,1995,(20).
[6]郑伯曛.企业组织中上下属的信任关系[J].社会学研究,1999,(2).
[7]Elangovan,R.A.and L.D.Shapiro.Betrayal of Trust in Organizations[J].Academy of Management Review,1998,23,3.
[8]Constigan,R.D,S.S.Ilter and J.J.Berman.A Multi-Dimensional Study of Trust in Organizations[J].Journal of Managerial Issues,1998,3.
[9]蔡翔,程发新.组织内部纵向信任影响因素研究的若干命题[J].预测,2006,(5).
[10]Whitner E.M.,Brodt S.E.,Korsgaard M.A.,&Werner J.M..Managers as Initiators of Trust:An Exchange Relationship Framework For Understanding Managerial Trustworthy Behavior[J].Academy of Management Review,1998,(23).
[11]蔡翔.员工——企业之间纵向信任影响因素研究[M].北京:经济管理出版社,2007.
[12]Giffin,K..The Contribution of Studies of Source Credibility to a Theory of Interpersonal Trust in the Communication Department[J].Psychological Bulletin,1967,(68).
[13]Frost,T.,Stimpson,D.V.& Maughan,M.R.C..Some Correlates of Trust[J].Journal of Abnormal and Social Psychology,1960,(61):223-230.
[14]曾贱吉.员工组织信任提升模型[J].统计与决策,2008,(17):186-188.
[15]Denis J.L.,Lamothe L.,&Langley,A..“The Dynamics of Collective Leadership and Strategic Change in Pluralistic Organizations”[J].Academy of management Journal,2001,4:809-837.
[16]Weng Wah Tam.An Assessment of the relationships among organizational trust,organizational politics,and organization justice,and their effects on Merit pay outcomes in the malysian public sector.The Pennsylvania state university,The graduate school of public affairs,1998.
[17]刘颖.企业员工组织信任的内容结构及其相关问题的研究[D].上海:暨南大学,2007.
[18]周三多.管理学[M].北京:高等教育出版社,2000.
[19]Rahim,M.A..Measurement of Organizational Conflict[J].Journal of General Psychology,1983,(109):189-199.
[20]林敏.组织信任研究的新视角[J].商业研究,2008,3(中).
[21]史保金.中国企业组织内部信任度分析[J].商业现代化,2006,(9):76-77.
[22]张萃萍.社会进步与人的发展的职业解读[M].北京:中共中央党校出版社,2003.
[23]迈克·贝纳特,安德鲁·贝尔著;张义译.驱动力[M].北京:电子工业出版社,2005.
[24]Curt Coffman,Gabriel Gonzalez- Molina.Follow this Path:How the Word's Greatest Organization Drive Growth by Unleashing Human Potential[M].New York:The Gallup Organization,2002.
[25]邢海军.知识型员工敬业度影响因素实证分析----以软件开发企业为例[D].厦门:厦门大学,2007.
[26]Tower Sperrin.Working Today:Understanding what Drives Employee Engagement[J].Towersperrin Report,2003.
[27]Wilmar B.Schaufeli,Arnold B.Bakker.Job Demand,Job Resources and Their Relationship with Burnout and Engagement[J].Journal of Organizational Behavio,2004,(25).
[28]邓婷.敬业就能高效吗[J].人力资源,2007,(08).
[29]Corporate Leadership Council.Driving Performance and Retention through Employee Engagement[M].Washington DC:Corporate Executive Board,2004.
[30]Charles E Gardner.Engaged Employees Drive the Bottom Line[J].DVM,2007,(3):4F.
[31]Anonymous.Employee Engagement:Still a Goal[J].T+D,2006,8:16.
[32]袁刚,袁明荣.员工敬业度及其培养[J].企业研究,2005,(8):61.
[33]谭荣波,梅晓仁.SPSS统计分析实用教程[M].北京:科学出版社,2007.
[34]朱建平,殷瑞飞.SPSS在统计分析中的应用[M].北京:清华大学出版社,2007.
[35]林志扬.管理学原理[M].厦门大学出版社,2004,(36-40).
[36]孙玮林.组织内信任及其提升策略[J].商业时代,2008,(11).
[37]蔡秀涓.公务人员组织信任模型之构建:以台北政府为例[J].人文及社会科学季刊,1993(6).
[38]贺宏卿.企业组织内信任影响因素研究[D].湖南大学硕士学位论文,2006.
[39]张铁.组织信任的复杂性分析及氛围管理研究[D].南京:东南大学,2007.
[40]林亚清.被感知承诺型人力资源管理、组织信任与员工个人绩效关系研究[D].厦门:厦门大学,2008.
[41]Hwee Hoon Tan,Christy S F Tan.Toward the differentiation of trust in supervisor and trust in organization[J].Genetic,Social,and General Psychology Monographs,2000,(2):241-260.
[42]姜广东.信任研究:理论演进[J].财经问题研究,2004,10.
[43]郑也夫,彭泗清.中国社会中的信任[M].中国城市出版社,2003..
[44]李时敏.信任基本问题研究[D].东北财经大学,2003.
[45]王霞,陈彤,蒙宇.企业文化作用途径与机制研究[J].科技情报开发与经济,2005,15:2.
[46]Jones G R,Geroge J M.The Experience and Evolution of Trust:Implication for Cooperation and Teamwork[J].Academy of Management Review,1998,(3).
[47]蔡翔,李燎原.组织内部信任的内涵特点与功能[J].改革与战略,2006,(11).
[48]祁顺生,贺宏卿.组织内信任的影响因素[J].心理科学进展,2006,14:6.
[49]陶晓霞,袁登华.试论组织文化与信任机制建设[J].现代企业教育,2006,11(下)..
[50]Brown,M..Communication,Trust,and Oraganizational Change at a Manufacturing Facility:A Critical Incident Technique Analysis[D].University of Louisville,1998.
[2]黄铭庭.公务人员知识分享意愿、组织信任与组织文化之关系研究[D].台湾:台湾科技大学,2001.
[3]席酉民,杜永怡,刘晖.组织成员对组织信任的影响因素及其作用关系研究[J].经济管理,2004,(18).
[4]Mishra A.K.,& Mishra K.E.,.The Role of Trust in Effective Downsizing Strategies[J].Human Resources Management,1994,(33).
[5]Roger C Mayer,James H Davis,F David Schoorman.An integrative model of organizational trust[J].Academy of Management Review,1995,(20).
[6]郑伯曛.企业组织中上下属的信任关系[J].社会学研究,1999,(2).
[7]Elangovan,R.A.and L.D.Shapiro.Betrayal of Trust in Organizations[J].Academy of Management Review,1998,23,3.
[8]Constigan,R.D,S.S.Ilter and J.J.Berman.A Multi-Dimensional Study of Trust in Organizations[J].Journal of Managerial Issues,1998,3.
[9]蔡翔,程发新.组织内部纵向信任影响因素研究的若干命题[J].预测,2006,(5).
[10]Whitner E.M.,Brodt S.E.,Korsgaard M.A.,&Werner J.M..Managers as Initiators of Trust:An Exchange Relationship Framework For Understanding Managerial Trustworthy Behavior[J].Academy of Management Review,1998,(23).
[11]蔡翔.员工——企业之间纵向信任影响因素研究[M].北京:经济管理出版社,2007.
[12]Giffin,K..The Contribution of Studies of Source Credibility to a Theory of Interpersonal Trust in the Communication Department[J].Psychological Bulletin,1967,(68).
[13]Frost,T.,Stimpson,D.V.& Maughan,M.R.C..Some Correlates of Trust[J].Journal of Abnormal and Social Psychology,1960,(61):223-230.
[14]曾贱吉.员工组织信任提升模型[J].统计与决策,2008,(17):186-188.
[15]Denis J.L.,Lamothe L.,&Langley,A..“The Dynamics of Collective Leadership and Strategic Change in Pluralistic Organizations”[J].Academy of management Journal,2001,4:809-837.
[16]Weng Wah Tam.An Assessment of the relationships among organizational trust,organizational politics,and organization justice,and their effects on Merit pay outcomes in the malysian public sector.The Pennsylvania state university,The graduate school of public affairs,1998.
[17]刘颖.企业员工组织信任的内容结构及其相关问题的研究[D].上海:暨南大学,2007.
[18]周三多.管理学[M].北京:高等教育出版社,2000.
[19]Rahim,M.A..Measurement of Organizational Conflict[J].Journal of General Psychology,1983,(109):189-199.
[20]林敏.组织信任研究的新视角[J].商业研究,2008,3(中).
[21]史保金.中国企业组织内部信任度分析[J].商业现代化,2006,(9):76-77.
[22]张萃萍.社会进步与人的发展的职业解读[M].北京:中共中央党校出版社,2003.
[23]迈克·贝纳特,安德鲁·贝尔著;张义译.驱动力[M].北京:电子工业出版社,2005.
[24]Curt Coffman,Gabriel Gonzalez- Molina.Follow this Path:How the Word's Greatest Organization Drive Growth by Unleashing Human Potential[M].New York:The Gallup Organization,2002.
[25]邢海军.知识型员工敬业度影响因素实证分析----以软件开发企业为例[D].厦门:厦门大学,2007.
[26]Tower Sperrin.Working Today:Understanding what Drives Employee Engagement[J].Towersperrin Report,2003.
[27]Wilmar B.Schaufeli,Arnold B.Bakker.Job Demand,Job Resources and Their Relationship with Burnout and Engagement[J].Journal of Organizational Behavio,2004,(25).
[28]邓婷.敬业就能高效吗[J].人力资源,2007,(08).
[29]Corporate Leadership Council.Driving Performance and Retention through Employee Engagement[M].Washington DC:Corporate Executive Board,2004.
[30]Charles E Gardner.Engaged Employees Drive the Bottom Line[J].DVM,2007,(3):4F.
[31]Anonymous.Employee Engagement:Still a Goal[J].T+D,2006,8:16.
[32]袁刚,袁明荣.员工敬业度及其培养[J].企业研究,2005,(8):61.
[33]谭荣波,梅晓仁.SPSS统计分析实用教程[M].北京:科学出版社,2007.
[34]朱建平,殷瑞飞.SPSS在统计分析中的应用[M].北京:清华大学出版社,2007.
[35]林志扬.管理学原理[M].厦门大学出版社,2004,(36-40).
[36]孙玮林.组织内信任及其提升策略[J].商业时代,2008,(11).
[37]蔡秀涓.公务人员组织信任模型之构建:以台北政府为例[J].人文及社会科学季刊,1993(6).
[38]贺宏卿.企业组织内信任影响因素研究[D].湖南大学硕士学位论文,2006.
[39]张铁.组织信任的复杂性分析及氛围管理研究[D].南京:东南大学,2007.
[40]林亚清.被感知承诺型人力资源管理、组织信任与员工个人绩效关系研究[D].厦门:厦门大学,2008.
[41]Hwee Hoon Tan,Christy S F Tan.Toward the differentiation of trust in supervisor and trust in organization[J].Genetic,Social,and General Psychology Monographs,2000,(2):241-260.
[42]姜广东.信任研究:理论演进[J].财经问题研究,2004,10.
[43]郑也夫,彭泗清.中国社会中的信任[M].中国城市出版社,2003..
[44]李时敏.信任基本问题研究[D].东北财经大学,2003.
[45]王霞,陈彤,蒙宇.企业文化作用途径与机制研究[J].科技情报开发与经济,2005,15:2.
[46]Jones G R,Geroge J M.The Experience and Evolution of Trust:Implication for Cooperation and Teamwork[J].Academy of Management Review,1998,(3).
[47]蔡翔,李燎原.组织内部信任的内涵特点与功能[J].改革与战略,2006,(11).
[48]祁顺生,贺宏卿.组织内信任的影响因素[J].心理科学进展,2006,14:6.
[49]陶晓霞,袁登华.试论组织文化与信任机制建设[J].现代企业教育,2006,11(下)..
[50]Brown,M..Communication,Trust,and Oraganizational Change at a Manufacturing Facility:A Critical Incident Technique Analysis[D].University of Louisville,1998.