發(fā)布時間：2018-04-30 14:50

  本文選題：銀行業(yè) + 新員工　； 參考：《東北財經(jīng)大學(xué)》2012年碩士論文

【摘要】：隨著知識經(jīng)濟(jì)的到來,知識管理受到越來越多的重視,作為知識管理過程重要環(huán)節(jié)之一的知識共享也逐漸受到研究者以及組織管理者的關(guān)注。通過知識共享,員工間交流彼此的知識,將個人的經(jīng)驗、知識擴(kuò)散化,利于知識的創(chuàng)新,提高組織的核心競爭力,對組織的發(fā)展有重要影響。 影響知識共享的因素有很多,本文選取了組織社會化及情感承諾兩個變量,研究三者之間的關(guān)系,并選取了新員工作為研究對象。以往的研究中,將這三個變量放入一個框架中進(jìn)行探討的并不多。研究組織社會化的很多學(xué)者都選取組織中的新員工為研究對象,因為剛進(jìn)入組織的員工有著明顯區(qū)別于老員工的特點(diǎn),對他們進(jìn)行研究更有針對性,此外很多新員工是很有潛力的,他們?nèi)蘸蠛芸赡軙蔀榻M織的核心力量,對其進(jìn)行研究對管理者具有重要意義。本文以大連地區(qū)銀行業(yè)的新員工為調(diào)查對象,采用問卷調(diào)查形式,并利用SPSS17.0進(jìn)行數(shù)據(jù)分析,研究組織社會化、情感承諾與知識共享之間的關(guān)系,希望能對大連銀行業(yè)新員工的管理提供合理的建議。 本文共包括五個部分：第一部分介紹了本文的研究背景與意義、研究目的與方法及研究框架等內(nèi)容；第二部分綜述了國內(nèi)外有關(guān)組織社會化、情感承諾、知識共享及三者間的關(guān)系的研究成果；第三部分提出了本文的研究設(shè)計,對研究變量進(jìn)行了界定、提出了研究假設(shè)及研究模型、確定了所選用的量表等；第四部分是實(shí)證研究,通過對問卷結(jié)果進(jìn)行信度和效度分析、差異性分析、相關(guān)分析及回歸分析探討了組織社會化、情感承諾與知識共享之間的關(guān)系；第五部分總結(jié)了分析的結(jié)果。 通過分析,本文的結(jié)論如下： (1)大連銀行業(yè)新員工組織社會化、情感承諾及知識共享的水平都處于中等偏上的水平。 (2)人口統(tǒng)計變量中僅研究對象所處的職位對前景感知程度及情感承諾存在顯著差異,其他的人口統(tǒng)計變量對這三個變量沒有顯著差異。 (3)組織社會化的四個維度與情感承諾存在顯著的正相關(guān)關(guān)系,獲得同事支持程度、了解組織程度和前景感知程度與知識共享存在顯著的正相關(guān)關(guān)系,情感承諾與知識共享存在顯著的正相關(guān)關(guān)系。 (4)接受訓(xùn)練程度、獲得同事支持程度和前景感知程度對情感承諾有正向的預(yù)測作用,獲得同事支持程度對知識共享有顯著的預(yù)測作用,情感承諾對知識共享也有顯著的正向預(yù)測作用。 (5)情感承諾在組織社會化的同事支持程度這一維度與知識共享之間起到中介作用。 本文的創(chuàng)新點(diǎn)是研究視角比較有新意,目前學(xué)者對組織社會化、情感承諾與知識共享三者之間的研究并不是很系統(tǒng),本文的研究在一定程度上能豐富相關(guān)的理論研究；另外,本文通過研究發(fā)現(xiàn)了組織社會化的四個維度中僅獲得同事的支持程度這一個維度與知識共享存在正向影響,且情感承諾在這個過程中起完全中介作用,組織社會化的其他三個維度與知識共享無顯著的正向影響,這一結(jié)論具有一定的創(chuàng)新性。 本文的不足之處主要有：研究樣本偏少,并且主要針對的是大連地區(qū)的銀行業(yè),研究結(jié)果沒有普遍性,以后的研究可以考慮擴(kuò)大地區(qū)及行業(yè)；研究方式較為單一,未能與訪談等方式相結(jié)合,以提高信息的準(zhǔn)確性及真實(shí)性；本文僅研究了組織社會化、情感承諾及知識共享間的關(guān)系,而在中國特殊的文化背景下,“關(guān)系”對知識共享可能也有很大的影響,本文并沒有涉及,未來的研究可以引入這一變量,提出更有效的管理建議。
[Abstract]:With the advent of knowledge economy, knowledge management is being paid more and more attention. As one of the important links of knowledge management, knowledge sharing is gradually concerned by researchers and organization managers. Through knowledge sharing, knowledge sharing among employees, personal experience, knowledge diffusion, innovation of knowledge, and improvement of organization The core competitiveness has an important impact on the development of the organization.
There are many factors affecting knowledge sharing. This paper selects two variables of organizational socialization and emotional commitment, studies the relationship between the three, and selects the new member work as the research object. In the previous study, the three variables were not discussed in a framework. Many scholars who studied the socialization of the organization chose the organization. The new employee is the research object, because the employees who have just entered the organization are distinctly different from the old employees and are more targeted to them. In addition, many new employees are very potential. They will probably become the core strength of the organization in the future. It is of great significance for the managers to study them. This article is in Dalian. The new employee of the district banking industry is the survey object, using the questionnaire survey form, and using SPSS17.0 to analyze the data, to study the relationship between organizational socialization, emotional commitment and knowledge sharing, and hope to provide reasonable suggestions for the management of new employees in Dalian banking industry.
This article consists of five parts: the first part introduces the background and significance of the research, the purpose and methods of the study, and the framework of the research. The second part summarizes the research results of the socialized organization, emotional commitment, knowledge sharing and the relationship between the three parties at home and abroad; and the third part puts forward the research design and research of this article. The variables are defined, the research hypothesis and the research model are put forward, and the selected scale is determined. The fourth part is an empirical study. Through the analysis of the reliability and validity of the questionnaire, the difference analysis, the correlation analysis and the regression analysis, the relationship between the organizational socialization and the emotional commitment and knowledge sharing is discussed; the fifth part is general. The results of the analysis were concluded.
Through the analysis, the conclusion of this paper is as follows:
(1) the level of organizational socialization, affective commitment and knowledge sharing of new employees in Dalian banking industry is at an intermediate level.
(2) there are significant differences in the perceived degree and emotional commitment of the only research subjects in the demographic variables, and there is no significant difference between the other demographic variables on the three variables.
(3) there is a significant positive correlation between the four dimensions of organizational socialization and emotional commitment, and the degree of co-worker support is obtained. There is a significant positive correlation between the degree of organizational level and the degree of perspective perception and knowledge sharing, and there is a significant positive correlation between affective commitment and knowledge sharing.
(4) the degree of acceptance of training, the degree of peer support and the degree of perspective perception have a positive predictive effect on emotional commitment, and the degree of peer support has a significant predictive effect on knowledge sharing, and emotional commitment has a significant positive predictive effect on knowledge sharing.
(5) affective commitment plays a mediating role between the dimensions of organizational socialization support and knowledge sharing.
The innovation point of this paper is that there is a new idea in the research perspective. At present, the scholars' research on organizational socialization, emotional commitment and knowledge sharing is not very systematic. The research in this paper can enrich the relevant theoretical research to some extent. In addition, this paper finds that only colleagues are obtained from the four dimensions of organizational socialization through the study. There is a positive impact on the degree of support and knowledge sharing, and the affective commitment plays a complete intermediary role in this process. The other three dimensions of organizational socialization have no significant positive impact on knowledge sharing. This conclusion has a certain innovation.
The inadequacies of this paper are as follows: there are few research samples and mainly aimed at the banking industry in Dalian area, the results of the research are not universal, and the future research can consider expanding the region and industry; the research mode is relatively simple and not combined with interviews in order to raise the accuracy and authenticity of the information. In the special cultural background of China, "relationship" may also have a great influence on knowledge sharing. This paper does not involve the introduction of this variable and put forward more effective management suggestions in the future.

【學(xué)位授予單位】：東北財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：C936;F224

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本文編號：1824989