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论文编号：	13221
作者编号：	2120202894
上传时间：	2022/6/7 17:37:04
中文题目：	团队政治氛围对受迫性组织公民行为的影响研究：工作不安全感与工作互依性的作用
英文题目：	The Relationship Research of Team Political Climate and Compulsory Citizenship Behavior: The Influence of Job Insecurity and Interdependence
指导老师：	刘俊振
中文关键字：	受迫性组织公民行为；团队政治氛围；工作不安全感；工作互依性
英文关键字：	Compulsive Citizenship Behavior; Team Political Climate; Job Insecurity; Interdependence
中文摘要：	团队由具备不同知识和技能的成员组成，旨在共同努力、解决问题。共同目标、贡献意愿与沟通三要素对一个团队来说缺一不可。良好的团队协作不仅需要各个成员一丝不苟完成职责范围内的工作，也需要通过紧密协作衔接不足与空白。在此过程中，团队员工所表现出的组织公民行为能够有效增强团队协作、提升团队绩效。然而，在团队管理实践中存在着“被加班”、“被团建”等不想为之、而又不得不为之的情况，造成工作倦怠、绩效下降、离职倾向等一系列后果，与团队成员真正做出组织公民行为时产生的影响背道而驰。因此，团队管理者应关注这种表现为团队成员“不得不”的受迫性组织公民行为，并在此基础上，通过深度探究其影响因素来预防和改善这种现象，以期综合提升团队管理的有效性。 受迫性组织公民行为带有非自愿性的受迫感受，它是一种员工迫于压力做出的自认为不属于自身职责范围内的“操作变形”。因此，一方面，找到引发团队员工做出这种行为的管理情境与压力感受，特别是与团队中每一位员工能够产生普遍交互的影响机制，成为受迫性组织公民行为研究领域的重要课题；另一方面，探究团队管理能否通过工作设计、目标一致与收益分享带动团队协作，引导团队中每一个“我”更多站在“我们”的角度看问题，提升员工对团队的贡献意愿，从而减弱团队员工受迫性组织公民行为的产生，也值得受到研究和关注。但是，目前受迫性组织公民行为的前因机制研究主要集中于领导风格及职场排斥两个角度，对其关键影响因素、具体作用机制尚未理清，从环境氛围与团队管理角度探讨对其改善效果的研究更是少之又少。 团队政治氛围其实是一种广义的对他人及受他人影响的普遍过程，是个人私欲在团队公共空间中的投射。也就是说，在正式的规章制度之下，隐藏着暗默的、非正式的规则，而这种规则真正起到了团队运行规则控制系统的作用。而在中国背景下，团队政治氛围易于被组织和团队的成员作为负向因素去看待和处理。因此，本研究立足中国管理实践，在回顾与梳理相关理论研究的基础上，提出了“团队政治氛围-工作不安全感-受迫性组织公民行为”的中介影响机制，以及工作互依性在工作不安全感对受迫性组织公民行为作用机制中的负向调节作用。通过与13名组织基层员工的访谈研究验证了工作互依性的调节因素，并通过理论推导与逻辑分析，构建研究模型假设。之后，通过文献研究法、访谈法、实证研究法等多种方法，进行问卷前期准备-预调查-正式调查，最终收集了407份有效数据并进行统计分析，验证了前期研究假设，得出研究结论，并提出如何从团队管理角度预防与改善受迫性组织公民行为研究的建议启示，完成了“实践-理论-实践”的研究闭环。
英文摘要：	The team is composed of members with different knowledge and skills to work together and solve problems. The three elements of common goal, willingness to contribute and communication are indispensable for a team. Good teamwork not only requires each member to complete the work within the scope of responsibility meticulously, but also needs to connect deficiencies and gaps through close cooperation. In this process, the organizational citizenship behavior of team employees can effectively enhance team cooperation and improve team performance. However, in the practice of team management, there are some situations that team members don't want to do and have to do, such as "being overworked", "being forced to participate in league building", which runs counter to the impact of team members' organizational citizenship behavior, resulting in a series of consequences, such as job burnout, performance decline, turnover intention and so on. Therefore, team managers should pay attention to Compulsive Citizenship Behavior that team members "have to do", and on this basis, prevent and improve this phenomenon through in-depth exploration of its influencing factors, in order to comprehensively improve the effectiveness of team management. Compulsive Citizenship Behavior (CCB) has a sense of involuntary compulsion. It is an "operation deformation" made by employees under pressure that they think is not within their scope of responsibility. Therefore, on the one hand, it has become an important topic in the field of CCB research to find the team management situation and pressure feelings that trigger such behaviors, especially the influence mechanism that can have a universal interaction with each employee in the team. On the other hand, team management can be explored through the work design, goals and revenue sharing drive teamwork, guiding each "ME" in the team to look at issues from the perspective of "WE" and improve employees' willingness to contribute to the team, so as to reduce CCB, which is worthy of research and attention. At present, the research on the antecedent mechanism of CCB mainly focuses on Leadership and Workplace Ostracism. The key influencing factors and specific mechanism of CCB have not been clarified, and there are few studies on the improvement effect of CCB from the perspective of environmental atmosphere and team management. In fact, Team Political Climate is a general process affecting others and being influenced by others in a broad sense. It is a projection of personal desires in the public space of the team. Under formal rules and regulations, implicit and informal rules are hidden in the Team Political Climate, which is really the control system of team operation rules. However, in the context of China, the Team Political Climate is easy to be viewed and dealt with by organizations and team members as negative factors. Therefore, based on China's management practice and reviewing and combing the relevant theoretical research, this study constructs the mediating effect mechanism of "Team Political Climate - Job Insecurity - Compulsive Citizenship Behavior", and the negative regulatory role of job interdependence in the action mechanism of Job Insecurity on CCB. mediating effect mechanism, and the Interdependence in Job Insecurity to CCB mechanism of negative regulation. Through in-depth interviews with 13 grass-roots employees, this paper verifies the regulatory factors of Interdependence, and puts forward theoretical models and research hypotheses for relevant problems through theoretical and logical analysis. After that, through the literature research, interview, and empirical research, we carried out the "preliminary preparation - small sample investigation - formal survey" process, finally collected 407 valid data and made statistical analysis, verified the research hypothesis, drew the research conclusion, improved the theoretical model, and put forward the suggestions on how to prevent and improve the research of CCB from the perspective of team management, so as to complete the research closed loop of "Practice - Theory - Practice".
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