【作者】 张青；

【导师】 刘冰；

【作者基本信息】 山东大学 ， 企业管理， 2016， 硕士

【摘要】 在当前充满变化和快速发展的21世纪,员工是每个组织和企业不断成长、创新和增强综合实力的主体,是每个组织不断增强竞争力和创新能力的核心。随着组织外界环境不确定性程度及内部动态变化水平的不断提高,员工主动性行为在影响组织成败中的作用越来越重要。主动性行为是指员工主动采取的来影响个人或组织行为,以改善企业绩效为目标,具有前瞻性、变革性等特点。本研究选取员工主动性行为作为研究对象,对员工主动性行为的前因变量和中介变量进行研究。员工主动性行为在由Frese和Kring提出后,引起国内外学者的广泛研究。当前,国内学者们对中国情境下员工主动性行为的前因变量研究有待扩展和深入。由于不同类型领导风格会对员工主动性行为产生不同的影响,本文选取有中国本土特色的权威型领导作为员工主动性行为的前因变量,组织自尊作为权威型领导和员工主动性行为的中介变量,对权威型领导、员工主动性行为以及组织自尊之间的关系进行研究和探讨。在对权威型领导、组织自尊、员工主动性行为等相关文献进行梳理的基础上,以组织自尊为中介变量,提出了本文的研究模型和研究假设。通过问卷调查法进行数据收集,后期通过统计软件SPSS 20.0和AMOS17.0进行信度效度分析。研究主要得出以下结论：第一,在中国特色文化情境下,权威型领导对员工主动性行为具有负向影响作用：权威型领导和员工主动性行为的三个维度个体层面主动性行为、团体层面主动性行为、组织层面主动性行为均呈显著负相关。第二,研究发现组织自尊和个体层面主动性行为呈现正向相关关系,而组织自尊和团队层面主动性行为与组织层面主动性行为无显著相关关系。第三,权威型领导和组织自尊呈现呈显著负相关。第四,组织自尊在权威型领导与个体层面主动性行为之间有部分中介作用,而在团队层面主动性行为和组织层面主动性行为之间不起中介作用。最后,本研究对数据分析结果进行讨论和总结,并指出本研究存在的问题和有待进一步研究的问题,并提出从领导方式、组织自尊水平、组织文化、培训等方面提升员工主动性行为的对策和建议,提升员工主动性行为。更多还原

【Abstract】 During the background of rapid development of the knowledge economy and changing of the times, employees are regarded as the key role of the growth, innovation and change of every organization, and they are also the core of the increase of the competitiveness and innovation. As the increase of the uncertainty of external environment and the change of internal dynamics, employee proactive behavior plays an increasingly important role in influencing the success of the organization. Employee proactive behavior means the behaviors taken by employees used to improve the behavior of themselves or organization, and the aim of employee proactive behavior is enhancing the competitiveness of enterprises. Moreover, the employee proactive behavior has three characteristics which contains forward-looking, transformational and spontaneity.This study selected employee proactive behavior as the research subject, aiming to study the antecedent variable and mediating variable of employee proactive behavior. Employee proactive behavior was first proposed by Frese and Kruing, which causing widespread concern among domestic and foreign scholars. At present, the study of the effects of specific antecedent variable and mediating variable have on employee proactive behavior under specific Chinese context should be extended. As different types of leadership have different effects on employee proactive behavior, the study selected authoritarian leadership as antecedent variable and organization self-esteem as mediating variable to study the relationship among authoritarian leadership, employee proactive behavior and organization self-esteem.On the basis of various literature review, the essay systematically analyzes the relevant research concerning authoritarian leadership, employee proactive behavior and organization self-esteem. On the basis, taking the organization self-esteem as the mediator variable, the essay comes up with the research model and research hypothesis. The essay adopts questionnaire survey to collect data, and using exploratory factor analysis, confirmatory factor analysis, correlation analysis and multiple regression analysis to verify the hypothesis. The research comes up with the following conclusions: Firstly, the authoritarian leadership has significant negative effects on employee proactive behavior. More specifically, the authoritarian leadership has negative effects on the individual proactive behavior, team proactive behavior and organization proactive behavior. Secondly, organization self-esteem has positive effects on individual-level employee proactive behavior. While there is no significant correlation between organization self-esteem, team-level employee proactive behavior. And organizational-level employee proactive behavior. Thirdly, authoritarian leadership plays a negative role on organization self-esteem. Lastly, the organization self-esteem has partially mediating effects between authoritarian leadership and individual-level employee proactive behavior. While the organization self-esteem has no mediating effects on team-level employee proactive behavior and organizational-level employee proactive behavior.At last, the essay discuss and analyze the results, and it put up with the limitations, inspirations and prospects to management. The study proposes that organization could improve the level of employee proactive behavior from the following aspects: leadership style, the organization self-esteem, organization culture, training and so on.更多还原