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论文编号：	3356
作者编号：	2120092448
上传时间：	2011/6/9 14:57:51
中文题目：	员工的组织支持感对适应性绩效的影响研究——以一般自我效能为中介
英文题目：	Research on the impact of perceived organizational support on adaptive performance——mediated by general self-efficacy
指导老师：	李新建
中文关键字：	适应性绩效；组织支持感；一般自我效能；实证研究
英文关键字：	adaptive performance；perceived organizational support；general self-efficacy；Empirical Study
中文摘要：	现代社会中经济、政治等各种社会因素变动剧烈，使得企业面临的环境不确定性和复杂性越来越大，加之工作环境竞争日益激烈及社会正朝多元化方向发展，企业中的员工面对的不确定性和模糊性也在逐渐增加。而在这种瞬息万变的时代环境中，为了保持竞争优势，组织会分析外界环境的变动并做出相应的调整，近而组织中员工的工作任务和工作环境也会遭到频繁的变动。这个时候组织成员需要拥有足够的职业适应能力来应对组织内外的工作环境变化，一些学者将员工这种适应能力定义为适应性绩效。已有研究表明，适应性绩效是一个独立于任务绩效和周边绩效的多维度概念，主要组织成员面对工作变化时所表现出来的一系列行为。另外，组织支持理论作为组织行为学中的重要理论之一，对于组织制定提升绩效的管理措施具有重要的指导意义。国内外很多学者都对组织支持感对工作绩效的关系进行了实证研究，也证实了这二者之间存在显著影响。 目前国内外对员工适应性绩效的研究还比较少，尤其是还没有专门对组织支持感和一般自我效能对适应性绩效的影响的实证研究。本研究运用实证分析的方法来研究组织支持感、一般自我效能对适应性绩效的影响。首先，通过对前人研究的回顾和相关理论的梳理，将组织支持感分为工具性支持和情感性支持两个维度，并且将适应性绩效划分为文化与人际促进、压力与应急处理、岗位持续学习和创新解决问题四个方面。随后重点分析了在不同人口变量特征下的各研究变量的构成差异，以及组织支持感、一般自我效能与适应性绩效的相关性与作用机制，最后探讨了一般自我效能在组织支持感和适应性绩效之间的中介作用，得到如下结论： 一、个人特征变量对员工的适应性绩效的各个维度、组织支持感以及一般自我效能有显著影响。 二、组织支持感的各个维度与适应性绩效的各个维度均呈现显著正相关，表明员工的组织支持感越高，则其适应性绩效水平越高。 三、一般自我效能与适应性绩效显著正相关，表明员工的一般自我效能越高，则其适应性绩效水平越高。 四、一般自我效能在组织支持感对适应性绩效的影响中起到中介作用。 本文最后，根据以上实证分析的结果，为实际管理工作提出了如下建议：关心员工需求，根据需求的具体情况提供多维的组织支持；开展有针对性的人力资源管理工作，提升适应性绩效；营造公正的组织环境与竞争和升迁环境；通过多渠道培养员工的一般自我效能。希望组织可以通过这些措施增强员工的组织支持感，进而提升其适应性绩效。
英文摘要：	In modern society，the enterprises have to face the increasing uncertainty and complexityof the business environment because of the dramatic changesin many social factors such as economy and politics. At the same time, employees of the enterprise are facedwith the increasing uncertainty and ambiguity by reason that the working environment is becoming more and more competitive, and the society is moving in multiple directions. In this rapidly changing environment, in order to remain competitive, organizations will analyze changes in the external environment and make appropriate adjustments. Accordingly the staff of the organizations will play a variety of roles andadapt themselves to all kinds of work environment.In this case, employees need to have sufficient adaptive capacity to deal with the work environment changes within and outsidethe organizations. Some scholars define this ability the adaptability as adaptive performance. It has been shown that asa multi-dimensional concept adaptive performance is independent of the task performance and contextual performance, concerning a series of acts made by the main member of organizations to deal with the changes. In addition, as an important theory in organizational behavior, organizational support theory has an important guiding significance for organizations to make management measures to improve performance. Many scholars make empirical studieson the relationship betweenthe organizational support and job performance and confirmthat there is significant relationship between the two. At the present time, there are only a few of studies on adaptive performance at home and abroad, not to mention the empirical studies on the impact of the organizational support and general self-efficacy on adaptive performance. In this study, empirical analysis method is used to study how the organizational support, general self-efficacy influence adaptive performance. First, by the way of summing up the previous researches and theories of the sort, organizational support will be divided intotwo dimensions: instrumental support and emotional support. And the adaptive performance will include four aspects: promoting the cultural and interpersonal development, pressure and emergency treatment, continuous learning and solving the problems with innovation. Then the essay analyzes the variable composition of different variablesunder the different characteristics of the populationand the relativity and mechanism of action betweenorganizational support, general self-efficacy and adaptiveperformance. At last, the essay analyzeshowthe general self-efficacy playsintermediary role betweenperceived organizational supportand the adaptive performance, and arrives at the following conclusions: 1. Demographic factors have significant influence on adaptive performance, perceived organizational support and general self-efficacy. 2. Perceived organizational support has positive effect on adaptive performance, it shows that the higher the perceived organizational support, the more the adaptive performance showed. 3. General self-efficacy has positive effect on adaptive performance, it shows that the higher the general self-efficacy, the more adaptive performance showed. 4. General self-efficacy has mediation effect on perceived organizational support and adaptive performance. Finally, based on the results of empirical analysis, we have thefollowing recommendations for management: Caring about the needs of employees, and providing multi-dimensional organizational supportaccording to the specific needs; Carrying outhuman resources management with definite goals to enhance adaptive performance; Creating the fair organizational, competition and promotion environment; Developing the general self-efficacy of employees through multiple channels. These measures can enhance the perceived organizational support of the staff, thereby improving the adaptive performance.
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