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论文编号：	13198
作者编号：	2120202889
上传时间：	2022/6/7 13:25:38
中文题目：	工作团队包容性对员工心理所有权的影响机制研究
英文题目：	Research on the Influence Mechanism of Work Group Inclusion on Employees'''' Psychological Ownership
指导老师：	吕峰
中文关键字：	工作团队包容性;心理所有权;工作重塑;主动性人格
英文关键字：	Work Group Inclusion; Psychological Ownership; Job Crafting; Proactive Personality
中文摘要：	近年来，随着全球政治、经济和科技的发展，当今企业面临的社会和商业环境变得更加复杂和不确定，企业组织已经进入了“VUCA”时代。对于这些不确定性和不可预见性的因素，如何加强员工的忠诚、塑造信赖的队伍和建立可靠的组织依旧是企业人力资源管理的重要话题。然而，随着大量的90后、95后新生代员工进入了工作场所成为生力军，他们的个性特征和过去相比有很大的代际差异；同时，打工心态的日渐泛滥也给企业带来了不小的挑战。那么企业应该如何让员工能像企业所有者那样，在工作中表现出主动、持续、敬业的状态，即以“主人翁”的心态投入工作管理，心理所有权对此提供了一个新的理论视角。 对心理所有权的前因机制探索有着重要的现实和理论意义。一方面，部分研究已经证明了心理所有权在企业人力资源管理中的积极作用；另一方面，心理所有权有着不同于正式所有权的内在机制，其产生机制也更为复杂，相关的理论研究并不完善。通过回顾相关文献和逻辑推导，本研究认为员工感知到被包容的程度对其心理所有权有着重要的影响作用。基于社会交换理论，当员工感知到工作团队的包容时，会依据互惠原则，以积极的工作态度和行为来回报组织并进行工作重塑，而工作重塑也能够给员工工作带来更多控制感，加强对工作的了解和投入，并最终影响心理所有权。 本研究从员工感知到的团队特征的视角出发，探讨了工作团队包容性对心理所有权的影响，并揭示了工作重塑在工作团队包容性和心理所有权之间的中介作用，同时考察了主动性人格在工作团队包容性与工作重塑之间的调节作用。本研究通过跨时点调研的方式，对收集到的221份员工问卷进行了检验假设，研究结果表明：（1）工作团队包容性正向影响员工心理所有权；（2）工作团队包容性正向影响员工工作重塑；（3）工作重塑正向影响员工心理所有权；（4）工作重塑在工作团队包容性和心理所有权之间具有显著中介作用；（5）主动性人格正向调节工作团队包容性对员工工作重塑的影响。
英文摘要：	In recent years, with global economic, political and technological developments, today's social and business environment has become more complex and uncertain. And organisations have entered the "VUCA" era. Faced with many uncertainties and unpredictable factors, how to strengthen the loyalty of employees, build a trustworthy team and establish a reliable organisation remains a constant topic in corporate human resources management. However, with a large number of new generation of post-90s and post-95s employees entering the workplace as a force to be reckoned with, there are significant generational differences in their personality traits compared to the past. At the same time, the growing proliferation of a part-time mentality poses a considerable challenge to companies. How can companies make their employees behave like owners of the company, i.e. be proactive, consistent and dedicated in their work, i.e. take "ownership" of their work. The exploration of the antecedents of psychological ownership has important practical and theoretical implications. On the one hand, some studies have demonstrated the positive role of psychological ownership in corporate human resource management. On the other hand, psychological ownership has a different internal mechanism from formal ownership. And its generation mechanism is more complex. The relevant theoretical studies are inadequate. Through a review of the relevant literature and logical deduction, this study suggests that the inclusion to which employees perceive being included has an important influence on their psychological ownership. Based on social exchange theory, when employees perceive inclusion in their work group, they will reward the organisation with positive work attitudes and behaviours and engage in job reinvention based on the principle of reciprocity, which in turn brings a greater sense of control over their work, enhances their understanding and commitment to their work, and ultimately affects psychological ownership. This study examines the impact of work group inclusion on psychological ownership from the perspective of employees' perceived team characteristics, and reveals the mediating role of job crafting between work group inclusion and psychological ownership, as well as examining the moderating role of proactive personality in the relationship between work group inclusion and job crafting. This study tested the hypotheses of 221 employee questionnaires collected through a cross-temporal study. The findings indicated that: (1) work group inclusion positively influenced employee psychological ownership; (2) work group inclusion positively influenced employee job crafting; (3) job crafting positively influenced employee psychological ownership; (4) job crafting significantly mediates the relationship between work group inclusion and psychological ownership; (5) proactive proactive personality moderates the effect of work group inclusion on employee job crafting.
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