本文選題：知識員工 + 組織公平感　； 參考：《南京師范大學(xué)》2014年碩士論文

【摘要】：隨著市場競爭的加劇,人們開始關(guān)注員工行為對組織的影響,組織公民行為的研究日益興起。直到20世紀(jì)末,員工行為中不利于組織發(fā)展的消極方面也開始不斷吸引管理者的眼球,偷竊、拖沓、遲到等看似微不足道的行為,對組織的長期發(fā)展至關(guān)重要。因此,本研究選取反生產(chǎn)行為為主要研究變量,以本科以上學(xué)歷的在職人員為研究樣本,采用問卷調(diào)查的方法,使用SPSS和AMOS數(shù)據(jù)分析軟件,了解知識員工組織公平感、工作控制感、反生產(chǎn)行為現(xiàn)狀及其在人口學(xué)變量上的差異,并對知識員工組織公平感、工作控制感與反生產(chǎn)行為的關(guān)系進(jìn)行探究,希望能夠?yàn)閷?shí)際的管理工作提供有價(jià)值的信息。主要研究結(jié)果如下： (1)知識員工組織公平感在年齡、地區(qū)、所在單位及職位等人口學(xué)變量上的差異均達(dá)到顯著水平； (2)知識員工工作控制感在地區(qū)、所在單位及職位等人口學(xué)變量上的差異均達(dá)到顯著水平； (3)知識員工反生產(chǎn)行為在地區(qū)、所在單位等人口學(xué)變量上的差異均達(dá)到顯著水平； (4)知識員工組織公平感與反生產(chǎn)行為之間呈顯著負(fù)相關(guān),組織公平感越高,反生產(chǎn)行為發(fā)生頻率越低； (5)知識員工組織公平感對反生產(chǎn)行為的預(yù)測效果顯著； (6)知識員工工作控制感與反生產(chǎn)行為之間呈顯著負(fù)相關(guān),工作控制感越高,反生產(chǎn)行為發(fā)生頻率越低； (7)知識員工工作控制感對反生產(chǎn)行為的預(yù)測效果顯著； (8)知識員工工作控制感在組織公平感與反生產(chǎn)行為之間具有部分中介作用,組織公平感既可以直接作用于反生產(chǎn)行為,又能通過工作控制感的中介作用對反生產(chǎn)行為產(chǎn)生影響。
[Abstract]:With the aggravation of market competition, people begin to pay attention to the influence of employee behavior on organization, and the research of organizational citizenship behavior is rising day by day. Until the end of the 20th century, the negative aspects of employee behavior that were not conducive to organizational development began to attract the attention of managers, such as theft, procrastination, lateness and other seemingly insignificant behaviors, which were crucial to the long-term development of the organization. Therefore, this study selects the anti-production behavior as the main research variable, takes the on-the-job personnel with undergraduate degree or above as the research sample, adopts the questionnaire method, uses the SPSS and AMOS data analysis software, understands the knowledge employee organization fair feeling. The sense of job control, the current situation of anti-production behavior and the differences in demographic variables, and the relationship between the sense of organizational fairness, the relationship between sense of job control and anti-production behavior, and the relationship between the sense of organizational fairness, the sense of job control and the anti-production behavior, are explored. Hope to provide valuable information for the actual management work. The main findings are as follows: 1) the difference of organizational fairness among knowledge workers in demographic variables such as age, area, unit and position is significant; 2) the difference of knowledge workers' sense of job control in the region, their units and positions, and other demographic variables has reached a significant level; 3) the differences of knowledge employees' counter-productive behavior in the demographic variables such as the region and the unit are significant; 4) there is a significant negative correlation between organizational fairness and anti-production behavior of knowledge workers. The higher the sense of organizational fairness, the lower the frequency of anti-production behavior; 5) the effect of organizational fair sense of knowledge workers on the prediction of anti-production behavior is significant; 6) there was a significant negative correlation between knowledge workers' sense of job control and anti-production behavior. The higher the sense of job control was, the lower the frequency of anti-production behavior was. (7) the effect of knowledge workers' job control on the prediction of anti-production behavior is remarkable; (8) knowledge workers' sense of job control has a partial intermediary role between sense of organizational justice and anti-production behavior. The sense of organizational justice can not only act directly on anti-production behavior, but also influence anti-production behavior through the intermediary function of job control sense.
【學(xué)位授予單位】：南京師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B844.3

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