知识员工自我管理内容结构及其相关研究
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摘要
本研究基于中国文化背景,对知识员工自我管理的相关内容进行了实证研究。主要研究内容包括：(1)知识员工自我管理内容结构；(2)知识员工自我管理的影响因素；(3)知识员工自我管理对态度行为变量的影响作用；(4)知识员工自我管理与态度行为变量之间的中介变量及效应；(5)知识员工自我管理与态度行为变量之间的调节变量及效应；(6)在不同人口学、组织学特征上的知识员工自我管理差异分析。本研究通过文献分析、访谈、开放式问卷调研、预试及正式问卷调研等行为科学的研究方法收集数据。在广东、湖南、湖北、山东、广西、上海等省的样本企业发放调查问卷,调查对象为知识员工,共回收有效问卷883份。运用探索性因素分析、验证性因素分析、结构方程、层次回归等分析方法,对收集的数据进行了分析。研究的主要结论包括：
第一、知识员工自我管理包含9个维度。分别是：自我认知、时间管理、责任意识、人际维系、情绪策略、绩效监控改进、价值目标内化、自主学习和自然报酬策略等。
第二、任务特征(任务非常规性、任务相互依存性、任务自主性和任务结果导向)、组织因素(组织支持、领导者品质因素、组织信息分享)、个体因素(心理控制源、基于组织的自尊、主动性人格)会影响知识员工自我管理。
第三、知识员工自我管理对态度行为变量有显著影响。自我认知、人际维系、情绪策略、绩效监控改进、价值目标内化、自主学习等均对离职意愿存在显著的负向影响。自我认知、责任意识、情绪策略、绩效监控改进、价值目标内化、自主学习对工作投入存在显著的正向影响。自我认知、责任意识、人际维系、绩效监控改进、价值目标内化和自主学习对工作满意存在显著的正向影响。自我认知、时间管理、人际维系、情绪策略、绩效监控改进、价值目标内化、自主学习对工作压力存在显著的负向影响。
第四、心理授权在自我管理和态度行为变量之间具有显著的中介作用。心理授权的4个维度——工作意义、自我效能、自我决定和工作影响在自我管理和离职意愿、工作投入和工作满意之间具有显著的中介作用,在自我管理和工作压力之间不具有显著的中介作用。
第五、组织信任、领导信任、个体和组织匹配在自我管理和态度行为变量之间具有显著的调节作用。组织信任在自我管理和工作压力之间存在显著的调节作用。领导信任在自我管理与工作投入之间存在显著的调节作用。领导信任在自我管理与工作压力之间存在显著的调节作用。个体与组织匹配在自我管理与工作满意之间存在显著的调节作用。个体与组织匹配在自我管理与工作压力之间存在显著的调节作用。
第六、知识员工自我管理内容结构的9个维度在不同的人口学、组织学变量之间有显著差异。
最后,针对本研究得出的有关结论,提出了一些管理实践的建议,并分析了研究的局限之处和未来研究需要关注的问题。
Based on the Chinese cultural background, an empirical research on knowledge employee self-management has been put forward. The content of this dissertation included six parts:(1)the research about the structure of knowledge employee self-management, (2)the research about the influencing facors of knowledge employee self-management, (3)the research about how self-management affecting the attitude and behavior variables, (4)the research of mediator effect between knowledge employee self-management and attitude and behavior variables, (5)the research of moderator effect between knowledge employee self-mangement and attitude variables, behavior variables, (6)the research about the difference of knowledge employee self-management in the condition of different population and histological features. This dissertation sampled 883 valid knowledge employees from Guangdong, Hunan, Hubei, Shandong, Guangxi and other provinces and municipalities. The data collected were analyzed by exploratory factor analysis, confirmatory factor analysis, structural equation, hierarchical regression method and other methods. The main conclusions include:
1. The construct of knowledge employee self-management includes nine factors: self-recognition, time management, responsibility sense, interpersonal maintenance, emotion strategy, performance monitoring and improvement, internalization of value and target, autonomy study, natural reward strategy.
2. The feature of task, such as non-routine task, job interdependence, autonomy and task-goal, will affect the self-management. Organization factors, such as perceived organizational support, leader's character and moral, sharing of organization information, will affect the self-management. Individual factors, such as locus of control, organization-based self-esteem, proactive personality, will affect the self-management.
3. Knowledge employee self-management has a significant impact on variables of attitude and behavior. Self-recognition, interpersonal maintenance, emotion stragegy, performance monitoring and improvement, internalization of value and target, autonomy study has a significant negative impact on intention to leave jobs. Self-rgcognition, responsibility sense, emotion strategy, performance monitoring and improvement, internalization of value and target, autonomy study has a significant positive impact on job involvement. Self-recognition, responsibility sense, interpersonal maintenance, performance monitoring and improvement, internalization of value and target, autonomy study has a significant positive impact on job satisfaction. Self-recognition, time management, interpersonal maintenance, emotion strategy, performance monitoring and improvement, internalization of value and target, autonomy study has a significant negative impact on job stress.
4. Psychological empowerment plays a significant mediator role between the knowledge employee self-management and variables of attitude behavior. Meaning, self-efficacy of competence, self determination and impact act as a significant mediator role between the knowledge employee self-management and intention to leave jobs, job involvement, job satisfaction. The mediating influence of psychological empowerment between the self-management and variables of attitude behavior has not been proved.
5. Trust in organization, trust in supervisors, person-organization fit play a significant moderator role between the knowledge employee self-management and some attitude behavior variables. Trust in organization acts as a significant moderator role between the self-management and job stress. Trust in supervisors acts as a significant moderator role between the self-management and job involvement. Trust in supervisors acts as a significant moderator role between the self-management and job stress. Person-organization fit acts as a significant moderator role between the self-management and job satisfaction. Person-organization fit acts as significant moderator role between the self-management and job stress.
6. Nine factors of knowledge employee self-management have significant difference between the different population and histological features.
Finally, the dissertation put forward some advices about enterprise management based on the conclusions and discussed the deficiencies in the research and some attentive problems in the future.
第一、知识员工自我管理包含9个维度。分别是：自我认知、时间管理、责任意识、人际维系、情绪策略、绩效监控改进、价值目标内化、自主学习和自然报酬策略等。
第二、任务特征(任务非常规性、任务相互依存性、任务自主性和任务结果导向)、组织因素(组织支持、领导者品质因素、组织信息分享)、个体因素(心理控制源、基于组织的自尊、主动性人格)会影响知识员工自我管理。
第三、知识员工自我管理对态度行为变量有显著影响。自我认知、人际维系、情绪策略、绩效监控改进、价值目标内化、自主学习等均对离职意愿存在显著的负向影响。自我认知、责任意识、情绪策略、绩效监控改进、价值目标内化、自主学习对工作投入存在显著的正向影响。自我认知、责任意识、人际维系、绩效监控改进、价值目标内化和自主学习对工作满意存在显著的正向影响。自我认知、时间管理、人际维系、情绪策略、绩效监控改进、价值目标内化、自主学习对工作压力存在显著的负向影响。
第四、心理授权在自我管理和态度行为变量之间具有显著的中介作用。心理授权的4个维度——工作意义、自我效能、自我决定和工作影响在自我管理和离职意愿、工作投入和工作满意之间具有显著的中介作用,在自我管理和工作压力之间不具有显著的中介作用。
第五、组织信任、领导信任、个体和组织匹配在自我管理和态度行为变量之间具有显著的调节作用。组织信任在自我管理和工作压力之间存在显著的调节作用。领导信任在自我管理与工作投入之间存在显著的调节作用。领导信任在自我管理与工作压力之间存在显著的调节作用。个体与组织匹配在自我管理与工作满意之间存在显著的调节作用。个体与组织匹配在自我管理与工作压力之间存在显著的调节作用。
第六、知识员工自我管理内容结构的9个维度在不同的人口学、组织学变量之间有显著差异。
最后,针对本研究得出的有关结论,提出了一些管理实践的建议,并分析了研究的局限之处和未来研究需要关注的问题。
Based on the Chinese cultural background, an empirical research on knowledge employee self-management has been put forward. The content of this dissertation included six parts:(1)the research about the structure of knowledge employee self-management, (2)the research about the influencing facors of knowledge employee self-management, (3)the research about how self-management affecting the attitude and behavior variables, (4)the research of mediator effect between knowledge employee self-management and attitude and behavior variables, (5)the research of moderator effect between knowledge employee self-mangement and attitude variables, behavior variables, (6)the research about the difference of knowledge employee self-management in the condition of different population and histological features. This dissertation sampled 883 valid knowledge employees from Guangdong, Hunan, Hubei, Shandong, Guangxi and other provinces and municipalities. The data collected were analyzed by exploratory factor analysis, confirmatory factor analysis, structural equation, hierarchical regression method and other methods. The main conclusions include:
1. The construct of knowledge employee self-management includes nine factors: self-recognition, time management, responsibility sense, interpersonal maintenance, emotion strategy, performance monitoring and improvement, internalization of value and target, autonomy study, natural reward strategy.
2. The feature of task, such as non-routine task, job interdependence, autonomy and task-goal, will affect the self-management. Organization factors, such as perceived organizational support, leader's character and moral, sharing of organization information, will affect the self-management. Individual factors, such as locus of control, organization-based self-esteem, proactive personality, will affect the self-management.
3. Knowledge employee self-management has a significant impact on variables of attitude and behavior. Self-recognition, interpersonal maintenance, emotion stragegy, performance monitoring and improvement, internalization of value and target, autonomy study has a significant negative impact on intention to leave jobs. Self-rgcognition, responsibility sense, emotion strategy, performance monitoring and improvement, internalization of value and target, autonomy study has a significant positive impact on job involvement. Self-recognition, responsibility sense, interpersonal maintenance, performance monitoring and improvement, internalization of value and target, autonomy study has a significant positive impact on job satisfaction. Self-recognition, time management, interpersonal maintenance, emotion strategy, performance monitoring and improvement, internalization of value and target, autonomy study has a significant negative impact on job stress.
4. Psychological empowerment plays a significant mediator role between the knowledge employee self-management and variables of attitude behavior. Meaning, self-efficacy of competence, self determination and impact act as a significant mediator role between the knowledge employee self-management and intention to leave jobs, job involvement, job satisfaction. The mediating influence of psychological empowerment between the self-management and variables of attitude behavior has not been proved.
5. Trust in organization, trust in supervisors, person-organization fit play a significant moderator role between the knowledge employee self-management and some attitude behavior variables. Trust in organization acts as a significant moderator role between the self-management and job stress. Trust in supervisors acts as a significant moderator role between the self-management and job involvement. Trust in supervisors acts as a significant moderator role between the self-management and job stress. Person-organization fit acts as a significant moderator role between the self-management and job satisfaction. Person-organization fit acts as significant moderator role between the self-management and job stress.
6. Nine factors of knowledge employee self-management have significant difference between the different population and histological features.
Finally, the dissertation put forward some advices about enterprise management based on the conclusions and discussed the deficiencies in the research and some attentive problems in the future.
引文
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