【作者】 张帆；

【导师】 范逢春；

【作者基本信息】 四川大学 ， 行政管理， 2022， 硕士

【摘要】 当前我国正处于百年未有之大变局,这对社会治理也提出了新要求。党的十九届六中全会提出要建设人人有责、人人尽责、人人享有的社会治理共同体。而加强和创新社会治理,核心是有一只素质高、能力强的社会治理队伍。党政机关编外人员作为社会治理队伍的重要组成部分,对于我国社会治理成效的提升有很大影响。然而,由于编外人员的身份问题,编外人员的工资、福利、晋升、考核等方面与编内人员差距较大,这对编外人员的工作积极态度产生了较大影响。不仅如此,党政机关对编外人员的支持性管理、编外人员岗位职责是否清晰、编外人员在党政机关内是否可以自由表达等,也都对编外人员的离职行为、创新行为、工作绩效、工作投入等产生重要影响。因此,研究党政机关编外人员组织心理安全如何影响工作嵌入,并具有针对性地提出政策建议,有利于提升党政机关编外人员的工作嵌入水平,提高其工作效率、工作投入等,进而提升我国社会治理能力。本研究基于社会认同理论、社会交换理论、个人-组织匹配理论,在梳理文献的基础上,构建了党政机关编外人员组织心理安全对工作嵌入影响的研究模型。其中,组织心理安全为自变量,指的是成员知觉到组织中的支持性管理、清晰的角色定位和允许自我表达的组织氛围特征,划分为支持性管理、角色清晰、自由表达三个维度;工作嵌入为因变量,指的是使组织成员留在当前组织中的各种工作中的影响力的总和,划分为组织匹配、组织联结、组织牺牲三个维度;组织认同为中介变量,指的是员工与组织一致或归属于组织的感知,为单维度变量;人口学变量为控制变量,包括性别、年龄、学历、婚姻、工龄、社保、单位类型和岗位类型。根据研究模型和前期的文献梳理,本研究提出了人口学变量对组织心理安全和工作嵌入的影响假设、组织心理安全对工作嵌入的影响假设、组织认同在组织心理安全对工作嵌入的中介作用假设三类假设。本研究选取山西省晋城市为调研地点,采取简单随机抽样和偶遇抽样相结合的方法发放问卷。预调研阶段共获得69份有效问卷,运用SPSS 25.0对数据进行项目分析、探索性因子分析、信度分析并相应调整,最终得到的正式调研问卷。正式调研阶段共获得340份有效问卷,首先,运用AMOS 24.0和SPSS 25.0对数据进行验证性因子分析和信度分析并相应调整,确保数据的科学性;然后,运用SPSS 25.0对数据进行描述性统计分析、人口学特征在变量上的方差分析、相关分析、回归分析、中介效应检验。最后对研究假设进行检验发现,党政机关编外人员的组织心理安全显著正向影响工作嵌入,其中自由表达对工作嵌入的解释力度最大,组织认同在组织心理安全对工作嵌入的影响中起部分中介作用。根据实证分析得出的研究结论以及理论基础的指导,本研究提出了四个政策建议,即提高编外人员自由表达水平、增强编外人员组织认同水平、规范编外人员岗位管理制度、完善编外人员社会保障体系。本研究的创新点有三个,一是拓展了党政机关编外人员个人层面的相关研究,二是拓宽了组织心理安全和工作嵌入的研究对象,三是明晰了组织心理安全对工作嵌入的作用路径。更多还原

【Abstract】 At present,our country is undergoing profound changes unseen in a century,which also puts forward new requirements for social governance.The Sixth Plenary Session of the 19 th Central Committee of the Communist Party of China proposed to build a community of social governance in which everyone has responsibilities,everyone fulfills their responsibilities,and everyone enjoys.The core of strengthening and innovating social governance is to have a high-quality and capable social governance team.As an important part of the social governance team,the non-staff personnel of the party and government agencies have a great influence on the improvement of the effectiveness of our country’s social governance.However,due to the identity of non-staff personnel,there is a large gap between non-staff personnel in terms of salaries,benefits,promotions,and assessments.This has had a greater impact on the positive attitude of non-staff personnel.Not only that,the supportive management of non-staff personnel by the party and government agencies,whether the job responsibilities of non-staff personnel are clear,and whether non-staff personnel can express freely in the party and government agencies,etc.,are also relevant to non-staff personnel’s resignation behavior,innovation behavior,work performance,and work performance.Therefore,studying how the organizational psychological safety of non-staff personnel in party and government agencies affects job embededness,and making targeted policy recommendations will help improve the job embededness level of non-staff personnel in party and government agencies.This can also improve their work efficiency,work input,etc.,thereby enhancing our country’s social governance capabilities.Based on the social identity theory,social exchange theory,and individual-organization matching theory,this paper constructs a research model of the influence of the organizational psychological safety of non-staff personnel in party and government agencies on job embededness on the basis of combing the literature.Organizational psychological safety is an independent variable.It refers to members who feel that the organization has an organizational atmosphere that supportive management,clear role positioning,and self-expression.It is divided into three dimensions: supportive management,clear roles,and free expression.Job embededness is the dependent variable.It refers to the sum of the influence that keeps members of the organization in various jobs in the current organization.It is divided into three dimensions: organization matching,organization connection,and organization sacrifice.Organizational identification is a mediating variable.It refers to the perception that employees are consistent with or belong to the organization.It is a single-dimensional variable.Demographic variables are control variables.It includes gender,age,education,marriage,length of service,social security,type of unit and type of position.Based on the research model and previous literature review,this research puts forward three types of hypotheses:hypothesis on the influence of demographic variables on organizational psychological safety and job embededness,hypothesis on the impact of organizational psychological safety on job embededness,and the mediation hypothesis of organizational identity.In this study,Jincheng City,Shanxi Province was selected as the survey site,and the questionnaire was issued by a combination of simple random sampling and chance sampling.A total of 69 valid questionnaires were obtained in the pre-investigation stage,and SPSS 25.0 was used to carry out project analysis,exploratory factor analysis,reliability analysis,and finally the formal survey questionnaire was obtained.A total of 340 valid questionnaires were obtained in the formal investigation stage.First,AMOS 24.0 and SPSS 25.0 were used to perform confirmatory factor analysis and reliability analysis on the data to ensure the scientific nature of the data.Then,SPSS 25.0 was used to perform descriptive statistical analysis on the data,analysis of variance of demographic characteristics in variables,correlation analysis,regression analysis,and mediating effect test.Finally,the research hypothesis was tested and found that organizational psychological safety and its dimensions significantly positively affect the job embededness and its dimensions.And free expression has the greatest explanation for job embededness.Organizational identity plays a part of mediating role in the influence of organizational psychological safety on the job embededness.Based on the research conclusions drawn from the empirical analysis and the guidance of the theoretical basis,this research puts forward four policy recommendations: improve the free expression level of non-staff personnel,enhance the level of organizational recognition of non-staff personnel,standardize the post management system of non-staff personnel,and improve the social security system for non-staff personnel.There are three innovations in this research.The first is to expand relevant research on the personal level of non-staff personnel in party and government agencies.The second is to broaden the research objects embedded in organizational psychological safety and job embededness.The third is to clarify the role of organizational psychological safety on job embededness.更多还原