員工自我效能感對(duì)建言行為的影響研究

22000字

摘 要
作為一種組織促進(jìn)性行為， 員工建言在知識(shí)經(jīng)濟(jì)時(shí)代對(duì)組織的作用日益顯著。學(xué)界從多角度探討了建言的發(fā)生機(jī)制， 然而從認(rèn)知的視角的研究則較為缺乏。本研究從社會(huì)認(rèn)知理論視角，探討自我效能感對(duì)建言行為的影響機(jī)制。
基于此，本研究在梳理國(guó)內(nèi)外研究的基礎(chǔ)上，選取建言行為的二維劃分方法，分別是促進(jìn)性建言和抑制性建言。提出研究假設(shè)并構(gòu)建自我效能感對(duì)建言行為影響的概念模型，運(yùn)用量表和SPSS數(shù)據(jù)分析相結(jié)合的方法，探究自我效能感對(duì)建言行為及其兩個(gè)維度的影響。以求對(duì)加強(qiáng)JDZY員工建言行為有所裨益。選取鎮(zhèn)江JDZY公司開展實(shí)證調(diào)研。研究結(jié)論如下：
（1）JDZY公司員工的建言行為存在促進(jìn)性建言行為和抑制性建言行為兩個(gè)維度。人口統(tǒng)計(jì)學(xué)變量，如性別、學(xué)歷等對(duì)建言行為及其兩個(gè)維度沒有顯著影響，職位級(jí)別對(duì)建言行為及其兩個(gè)維度存在顯著影響。
（2）自我效能感與員工的建言行為顯著正相關(guān)。自我效能感與促進(jìn)性建言行為正相關(guān)；自我效能感與抑制性建言行為顯著正相關(guān)。
（3）自我效能感對(duì)員工的建言行為的兩個(gè)維度正向影響程度有所不同，對(duì)促進(jìn)性建言行為的影響程度大于抑制性建言行為。
關(guān)鍵詞：自我效能感，建言行為，促進(jìn)性建言，抑制性建言
ABSTRACT
As an organizational promotive behavior, the effect of employee voice on the organization in the era of knowledge economy is increasing. Academic research has explored the mechanism of advice from many aspects, but the research from the perspective of cognition is little. This study explored the mechanism between self-efficacy and voice behavior from the perspective of social cognitive theory.
Based on this, this study arranged a review of domestic and foreign research, and chosed two group including promotive voice behavior and prohibitive voice behavior. Putting forward the hypothesis and conceptual model self-efficacy effects on voice behavior, using the method of analysis scale combined with SPSS soft, to explore the effects between self-efficacy and voice behavior and its two dimensions. The study is benefit to enhance the JDZY employees’ voice behavior .This research selected the JDZY Company in zhengjiang to carry out empirical research. Conclusions of the study are as follows:
(1) Employees’ voice behavior in the JDZY Company exited two dimensions as promotive voice behavior and prohibitive voice behavior. Demographic variables, such as sex, education ground has no significant effects on voice behavior and its two dimensions, job level has significant impact on voice behavior and its two dimensions.
(2) Self-efficacy significantly positively correlated with employee voice behavior. Self-efficacy positively correlated with promotive voice behavior; Self-efficacy positively correlated with prohibitive voice behavior;
(3) The influence degree of self-efficacy on the two dimensions of employee voice behavior is different. The impact on the promotive voice behavior is higher than prohibitive voice behavior.
Keywords: self-efficacy, voice behavior, promotive voice behavior, prohibitive voice behavior

目 錄
第1章 緒 論 1
1.1 研究背景 1
1.2 研究目的和意義 2
1.2.1 研究目的 2
1.2.2 研究意義 2
1.3 研究框架 3
1.3.1 研究思路 3
1.3.2 研究方法 4
1.3.2 研究?jī)?nèi)容 5
第2章 概念界定與文獻(xiàn)綜述 6
2.1自我效能感的理論回顧 6
2.1.1自我效能感概念界定 6
2.1.2自我效能感的測(cè)量 6
2.2建言行為的理論回顧 7
2.2.1 建言行為的概念界定 7
2.2.2 建言行為的維度 8
2.2.3 建言行為的測(cè)量 9
2.3建言行為的文獻(xiàn)綜述 10
2.3.1建言行為的前因變量 10
2.3.2建言行為的結(jié)果變量 12
2.4自我效能感與建言行為 13
2.4.1自我效能感與建言行為 13
2.4.2自我效能感與建言行為關(guān)系的文獻(xiàn)綜述 14
第3章 研究設(shè)計(jì) 16
3.1研究假設(shè)與概念模型 16
3.1.1研究模型 16
3.1.2研究假設(shè)的提出 16
3.2變量的測(cè)量 18
3.2.1自我效能感的測(cè)量 18
3.2.2建言行為的測(cè)量 19
3.3數(shù)據(jù)來源與量表分析 19
3.3.1數(shù)據(jù)來源和樣本信息 19
3.3.2量表的信度分析 20
3.3.3項(xiàng)目分析 22
第4章實(shí)證分析與結(jié)果討論 25
4.1描述性統(tǒng)計(jì)分析和方差分析 25
4.1.1描述性統(tǒng)計(jì)分析 25
4.1.2獨(dú)立樣本T檢驗(yàn) 26
4.1.3單因素方差分析 27
4.2變量之間關(guān)系的研究 28
4.2.1自我效能感與建言行為的相關(guān)性分析 28
4.2.2自我效能感與建言行為的回歸分析 28
4.2.3假設(shè)關(guān)系檢驗(yàn) 30
4.3結(jié)果討論 31
4.3.1人口統(tǒng)計(jì)學(xué)變量對(duì)建言行為的影響 31
4.3.2自我效能感對(duì)員工建言行為的影響 32
第5章研究結(jié)論與建議 33
5.1研究結(jié)論與管理建議 33
5.1.1研究結(jié)淪 33
5.1.2管理建議 33
5.2研究不足與展望 33
5.2.1研究不足 34
5.2.2研究展望 34
致 謝 36
參考文獻(xiàn) 37
附錄A 調(diào)查問卷..........................................................................................................39