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论文编号：	10701
作者编号：	2120163257
上传时间：	2018/12/8 22:24:36
中文题目：	组织公平感知与公共图书馆员工作绩效的关系研究--以劳务派遣制员工为例
英文题目：	A Research on the Relationship Between Organizational Justice and Public Librarians'''' Work Performance：Taking the Dispatched Staff as an Example
指导老师：	李颖
中文关键字：	公共图书馆劳务派遣；组织公平；工作绩效；内部人身份感知
英文关键字：	the dispatched employment in public libraries; organizational equality; work performance; insiders’ perceptions of identity
中文摘要：	当前，公共图书馆同时存在“正式员工”（劳动者直接与用人单位签订合同）和“劳务派遣制员工”（劳动者与劳务派遣机构签订劳动合同）的现象越来越普遍，随着国家对公共文化事业的重视增加，对公共文化设施的投入加大，我国相继出台了《公共图书馆法》、《公共文化服务保障法》以实现对公共文化服务体系的大力推行。目前，我国公共图书馆的业务拓展亟需大量的图书馆员来实现。目前图书馆员的组成类型为：编制人员、聘任制人员和临时用工人员???。编制人员名额十分有限，借助劳务派遣的用工模式，图书馆本身是受益者。然而，劳务派遣制员工在为图书馆公共文化事业建设助力的同时，也带来了“隐忧”。劳务派遣制员工在组织地位、薪酬福利等等上均“低人一等”，这种不公平感造成劳务派遣员工因有被“排外”的感受而影响工作态度、表现与判断，从而令组织的稳定性和工作绩效产生均会受到影响。本文旨在回答以下问题：（1）以劳务派遣制员工为例，探究其组织公平感知与工作绩效之间的关系。是否能通过图书馆劳务派遣制员工的组织公平感知程度对员工整体工作绩效的作用机制进行预测，这样的定量研究内容呈现相对于泛泛地理论铺陈会更具说服力。（2）检验劳务派遣员工内部人身份感知是否在组织公平感知与工作绩效之间起到调节作用。在前面的研究基础上，通过加入内部人身份感知作为调节变量，研究内部人身份感知作为调节变量是否能够起到调节工作绩效的作用，并且研究该作用的大小、方向如何，将这一图书馆管理实践问题转化为定量化的解释。（3）利用本文的理论研究成果对公共图书馆派遣制员工从管理学、心理学角度提出合理提议，提升劳务派遣制员工工作表现、增强公共图书馆组织管理能力、促进公共图书馆组织可持续发展。本研究选择天津、北京、河北地区的公共图书馆劳务派遣制员工作为研究对象，发放问卷300份，实际有效的问卷213份。后对问卷进行数据分析，得到最终结果与假设部分一致。通过研究发现，公共图书馆劳务派遣制员工所感知到的组织公平对于其工作绩效的呈现显著影响，其中，劳务派遣制员工的程序公平感知、分配公平感知和人际公平感知对其工作绩效具有显著正向影响，信息公平感知的影响效果不显著。总体上看，提升组织公平水平有助于提升劳务派遣制员工的工作绩效；劳务派遣制员工的组织公平及其程序公平与分配公平维度对内部人身份感知具有正向显著影响；劳务派遣制员工的内部人身份感知对其工作绩效具有调节作用，即内部人身份感知程度越高，工作绩效越高。本文深入探究了公共图书馆劳务派遣制员工的组织公平感知对工作绩效的影响，创造性的引入内部人身份感知作为调节变量，丰富了图书馆管理的实证研究，拓宽了图书馆人力资源管理视角。
英文摘要：	At present, ‘regular employees’ and ‘the non-regular employees’ are more and more common in the same unit, which can be called "dual employment system".The typical example is the public library. With the increasing emphasis on public cultural undertakings and investment in public cultural facilities. The composition of librarians is composed of regular staff, appointed personnel and temporary workers. The number of regular-staff is very limited, therefore, it is imperative for library to use the mode of dispatched employment.With the help of labor dispatch mode, the library itself is the beneficiary.However, the dispatched employment has contributed to the construction of public cultural undertakings in libraries, at the same time, it also has brought concerns. The paper is designed to answer the following questions: (1)Taking the dispatched employees as an example to explore the relationship between organizational fairness and work performance. (2)To test whether insiders’ perceptions of identity in dispatched staff plays a moderating role between organizational fair perception and job performance. (3)We can enhance the organizational management ability and promote the sustainable development of public libraries by using the theoretical research results of this paper. This research chooses the dispatched staff of public libraries in Tianjin, Beijing and Hebei province as the object. The electronic questionnaires are designed by an APP and given on the Internet through Wechat and mobile phone links .With the help of teachers, colleagues, and friends. 246 questionnaires of 300 were backed with a recovery rate of 82%, including 35 invalid questionnaires and 213 valid questionnaires. The results showed that the questionnaires had a high level of validity after testing of reliability and validity. The final result is consistent with the hypothesis. Through the research, it is found that the organizational justice of the dispatched staff has a significant impact on their work performance. The procedural justice, distributive justice and interpersonal justice has a more positive impact on their work performance than the Informational justice. Generally speaking, higher organizational fairness can help to improve the performance of dispatched employees; meanwhile, organizational justice, procedural justice and distribution justice of dispatched employees have a positive and significant impact on insiders’ perceptions of identity, and it has a moderating effect on their performance, that is to say, the higher degree of insiders’ perceptions of identity, the higher work performance. This paper creatively introduces the insiders’ perceptions of identity as a moderating variable so as to lay the theoretical foundation for the more complete investigation in the future. To a greater extent, it reveals the mechanism of organization fairness in public libraries through the influence of insiders’ perceptions of identity on job performance, enriches the empirical research of library management and broadens the perspective of library human resource management.
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