發(fā)布時(shí)間：2018-03-19 10:17

  本文選題：非權(quán)變懲罰行為　切入點(diǎn)：額外努力意愿　出處：《南京大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：企業(yè)常常采用懲罰手段來(lái)管理和約束員工,以實(shí)現(xiàn)提高員工績(jī)效、敬業(yè)度的目的,然而無(wú)論是企業(yè)還是學(xué)術(shù)界對(duì)于懲罰行為的實(shí)施效果卻鮮有研究,懲罰行為是否能夠幫助我國(guó)企業(yè)實(shí)現(xiàn)初衷還無(wú)從得知。為了加深企業(yè)和學(xué)術(shù)界對(duì)懲罰行為的認(rèn)識(shí),本文以領(lǐng)導(dǎo)者非權(quán)變懲罰行為為落腳點(diǎn),基于有關(guān)理論,探討領(lǐng)導(dǎo)者非權(quán)變懲罰行為對(duì)員工的額外努力意愿造成的影響,以及員工組織政治知覺(jué)的中介作用和情感信任(員工對(duì)領(lǐng)導(dǎo)的情感信任)對(duì)非權(quán)變懲罰行為與額外努力意愿兩者的調(diào)節(jié)作用。本研究以一家主要從事生產(chǎn)液晶顯示屏的外資制造型企業(yè)下屬南京分公司的一線(xiàn)員工作為研究對(duì)象,對(duì)其進(jìn)行問(wèn)卷調(diào)查。在對(duì)問(wèn)卷進(jìn)行信效度檢驗(yàn)及共同方法偏差的基礎(chǔ)上,用逐層回歸法對(duì)研究假設(shè)進(jìn)行了驗(yàn)證。實(shí)證結(jié)果發(fā)現(xiàn),領(lǐng)導(dǎo)者非權(quán)變懲罰行為會(huì)對(duì)員工額外努力意愿產(chǎn)生負(fù)面影響,同時(shí),員工組織政治知覺(jué)在非權(quán)變懲罰行為與員工的額外努力意愿之間存在中介作用。而員工對(duì)領(lǐng)導(dǎo)者的情感信任則正向調(diào)節(jié)了非權(quán)變懲罰行為與員工組織政治知覺(jué)之間的關(guān)系,即情感信任加深了組織政治知覺(jué)在非權(quán)變懲罰行為和員工額外努力意愿之間的中介傳導(dǎo)效應(yīng)。最后本文討論了研究結(jié)論,強(qiáng)調(diào)了領(lǐng)導(dǎo)者非權(quán)變懲罰行為的負(fù)面作用,對(duì)企業(yè)采取懲罰手段提出了建議,并對(duì)未來(lái)研究進(jìn)行了展望。
[Abstract]:Companies often use punishment means to manage and manage the staff, to improve staff performance, the purpose of engagement, however, the implementation effect of enterprises and academia to punish the behavior is rarely studied, punishment is able to help Chinese enterprises to achieve the original intention also not know. In order to enhance corporate and academic understanding of punishment in this paper, the leader of non contingent punishment behavior as the foothold, based on the related theory, to explore the influence of leaders of non contingent punishment for the behavior of employees will cause extra effort, and organizational political perception and the mediating effects of emotional trust (staff to the leadership of the affective trust) Regulation of non contingent punishment behavior and extra effort will both the research of this study. As a front-line staff to a mainly engaged in the production of liquid crystal display of foreign manufacturing enterprises under the Nanjing branch The object on the questionnaire survey. Based on the deviation of validity and common method of questionnaire, using layer by layer regression method to test the hypothesis. The empirical results show that the leaders of non contingent punishment behavior will have a negative impact on employees, the extra effort will exist at the same time, the intermediary role between perceived willingness to work extra hard organizational politics in the non contingent punishment behavior and employees. Employees of the leader's emotional trust is positively moderates the relationship between non contingent punishment behavior and employees' perceptions of organizational politics, which deepened the mediation effect of emotional trust perceptions of organizational politics between non contingent punishment behavior and willingness to work additional employees. Finally discussed in this paper. The conclusion of the study, stressed the negative effects of leaders of non contingent punishment behavior, adopt the proposed punishment to the enterprise, and the future research. Look ahead.

【學(xué)位授予單位】：南京大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92
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本文編號(hào)：1633831