联系我们

论文查询结果	返回搜索

论文编号：	1886
作者编号：	031736
上传时间：	2010/5/6 15:11:03
中文题目：	个人主义－集体主义倾向和权力距离对组织承诺的影响研究
英文题目：	individualism/collectivism， power distance， organizational commitment.
指导老师：	崔勋
中文关键字：	个人主义/集体主义、权力距离、组织承诺
英文关键字：	individualism/collectivism， power distance， organizational commitment.
中文摘要：	文化对企业组织管理的影响一直是企业管理者和学者们关注的话题。在对文化的研究中，从文化的不同维度以及作为文化核心基础的价值观的角度研究其对管理的影响又是研究的重点。而在企业管理的各个职能中，受文化影响最大的就是人力资源管理。文化是人的文化，跟对于人的管理的关系最为密切。从这个角度，探讨文化的不同维度和其核心的价值观基础对企业人力资源管理的影响是十分有意义的一种尝试。在企业人力资源管理的研究中，除了从招聘、薪酬、绩效以及开发等人力资源管理的各个职能或人力资源管理实践（human resource management practice， HRMP）的角度进行研究之外，更有价值的研究是从其背后的态度、意图等组织行为的基础进行研究。组织承诺作为员工对组织的一种态度，可以显著地影响员工的工作绩效、工作行为和离职倾向。 本研究首先通过文献的回顾与整理，讨论了文化的概念和维度、文化对人力资源管理的影响、个人主义/集体主义和权力距离以及组织承诺的相关研究、个人主义/集体主义和权力距离对组织承诺的影响的相关研究等理论基础。在此基础上，本研究构建了实证的研究模型，提出了包括人口学特征变量和职位相关变量等个人特征变量以及组织类型对个人主义/集体主义、权力距离和组织承诺的影响以及个人主义/集体主义和权力距离对组织承诺的影响等关系的五个基本假设。最后，本研究通过问卷调查和实证分析的方法，验证了这些假设。 通过实证的研究，本研究发现，人口学特征变量中性别、户口、年龄和教育水平以及职位相关变量中的职位、连续工龄、离职次数对个人主义/集体主义、权力距离以及组织承诺都有显著影响，而组织类型的组织变量仅对权力距离和交易承诺有显著影响。同时，个人主义/集体主义仅对情感承诺有显著影响，而权力距离对情感承诺和交易承诺都有显著影响。 通过实证研究的结果，本研究认为，组织在建立组织的文化、利用文化去影响员工行为以及制定和实施具体的人力资源管理策略时，都要考虑到员工的个人主义/集体主义和权力距离等文化特征。通过建立个人与组织相契合的文化，来促进员工和组织绩效的提升。 本研究的选题以及实证研究的设计，尤其是选取个人主义/集体主义和权力作为研究自变量是本研究的一个创新点。但本研究对于其他文化特征的讨论以及对于实证分析方法的运用，还有进一步深入考虑的空间。
英文摘要：	The influence of culture on corporate management is always the focus issue of corporate mangers and academic scholars. At the same time， in culture related researches， the ones about the influences of culture dimensionalities and values， which are the core bases of cultures， on management are the focus issues. While in the functions of corporate management， human resource management is the one influenced most by culture， which is the people’s culture and relates most to the management of people. From this point， the discussion about the influences of culture dimensionalities and values on management is a very meaningful try. In human resource management related researches， besides to those about recruitment， compensation， performance appraisal， and training & development or those about human resource management practices， more valuable ones are about employee attitudes， intentions， et al.， which are the bases of employees’ actions. Organizational commitment is one of the attitudes， and can significantly influence employees’ work performance， work behaviors， and turnover intention， et al. The study firstly reviews relating literatures， and discusses the concept and dimensionality of culture， the influences of culture on human resource management， relating researches about individualism/collectivism， power distance and organizational commitment， and relating researches on the influences of individualism/ collectivism and power distance on organizational commitment. Then， based on the literature reviews， this study designs a empirical research model， and puts forward five basic hypotheses about relationships among personal characteristic variables such as demographic characteristic variables and job related variables， organizational characteristic variables， and individualism/collectivism， power distance， and organizational commitment. At last， this study tests the hypotheses through questionnaire survey and empirical analysis. Through the empirical research， this study finds that， some demographic characteristic variables such as gender， registered permanent residence， age， and education level， some job related variables such as job， continuous length of service， and time of turnover can significantly influence employees’ individualism/collectivism， power distance， and organizational commitment， while organizational characteristic variable， i.e.， organizational type， only significantly influence power distance and transactional commitment. At the same time， power distance can significantly influence affective commitment and transactional commitment， while individualism/ collectivism only significantly influence affective commitment. According to the empirical research result， this study concludes that， organizations should consider employees’ culture characteristics such as individualism/collectivism and power distance when they build their organizational cultures， influence employee behaviors through cultures and make & conduct detailed human resource management practices. By building person-culture fit cultures， organizations can improve employees’ as well as organizations’ performances. The research topic and empirical research design， especially taking individualism/collectivism and power distance as independent variable， are the innovative points of this study. At the same time， there are further discussion spaces in discussions about other culture characteristics and applications of other empirical methods.
查看全文：	预览  下载(下载需要进行登录)