【作者】 唐丽莉；

【导师】 李明斐；

【作者基本信息】 大连理工大学 ， 行政管理， 2006， 硕士

【摘要】 组织承诺是组织行为学研究的一个重要概念,它影响着员工的工作态度和表现,对组织的发展起着至关重要的作用。研究组织承诺对关系绩效的影响,可以了解企业员工的组织承诺的现状,预测员工关系绩效水平,为企业加强人力资源管理提供理论指导和采取相应对策,具有巨大的理论价值与实践意义。 目前国内对于组织承诺的研究还处于引进阶段,有关组织承诺的实证研究相对匮乏,且多集中在探索组织承诺的影响因素上;组织承诺与工作绩效的因果关系一直受到学者们的关注,但现有的对组织承诺与工作绩效的关系的研究多采用定性的理论研究方法,采用实证方法研究其对关系绩效的影响还很少,这对深入研究这一问题提供了巨大的空间,鉴于此,本文采用文献分析法、问卷调查等方法,初步探讨了组织承诺的维度构成,员工组织承诺在人口统计变量上的差异情况;并运用相应的统计方法,探讨了组织承诺对关系绩效的预测作用。 本文在对已有的组织承诺与关系绩效理论研究与总结的基础上,建立了企业员工组织承诺对关系绩效的影响模型。通过对来自能源企业、制造业以及金融咨询业等不同行业的203名员工的问卷调查,用实证的手段深入研究员工组织承诺对其关系绩效的影响。经过对问卷调查数据进行方差分析、相关分析和多元线性回归分析,结果发现:(1)企业员工的不同个性特征对组织承诺的影响是有显著差异的;(2)员工的组织承诺是影响其关系绩效的重要变量;(3)员工组织承诺中的情感承诺、规范承诺对关系绩效中的人际促进维度有显著影响,而持续承诺对人际促进却没有影响;(4)员工组织承诺中的情感承诺、规范承诺和持续承诺对关系绩效的工作奉献维度都有显著影响。更多还原

【Abstract】 Organizational commitment is an important concept organizational behavior. It affects the employee’s work attitude and performance, so it is very important to the development of the organization. Based on the studying on how organizational commitment affects contextual performance, we can get the present condition of the employee’s organizational commitment and predict the employee’s contextual performance level. That can provide theories guidance and corresponding countermeasure for business enterprise to strengthen human resource management, so it has huge theories value and practical meaning.Now, domestic study about organizational commitment is still placed in to usher, and the demonstration of organizational commitment is correspondingly scarce. Besides, much of it concentrates in the influence factor of organizational commitment. The scholars still pay attention to the causality between organizational commitment and contextual performance, but most of the study adopts qualitative theories method, and demonstration method is rarely adopted. So there is huge space for the farther study. Herein the paper makes use of Literature analysis, Questionnaire, etc to study the dimensionality composing and the employee’s organizational commitment diversity on vital statistics variable. Besides, it also makes use of corresponding statistical method to study how organizational commitment predicts the employee’s contextual performance.Based on present theories about the causality between organizational commitment and contextual performance, the paper builds up a model which describes how the employee’s organizational commitment affects contextual performance. And it makes use of demonstration method to study farther how the employee’s organizational commitment affects contextual performance through 203 employee’s questionnaires that are from energy sources industry, manufacturing and finance consultation industry etc. It makes use of analysis of variance, correlation analysis and regression analysis to analyzes the questionnaire data, and get conclusions as follows: (1) The employee’s different personality markedly affect organizational commitment differently;(2) The employee’s organizational commitment is significant variable which affects contextual performance;(3) The employee’s affective commitment and normative commitment make notable influence on his interpersonal promotion, but continuance commitment doesn’t make influence on it;(4) The employee’saffective, nonnative and continuance commitment make notable influence on his working dedication.更多还原