本文選題：上下級(jí)關(guān)系 + 互動(dòng)行為�。� 參考：《中國(guó)礦業(yè)大學(xué)》2017年碩士論文

【摘要】：已有研究表明,我國(guó)特殊的文化背景下,上下級(jí)關(guān)系的表現(xiàn)特征不同于西方,在中國(guó)表現(xiàn)為非理性、情感性、傳統(tǒng)性和富有表現(xiàn)力。那么,上下級(jí)關(guān)系在中國(guó)組織中的內(nèi)容結(jié)構(gòu)是什么,以及如何進(jìn)行測(cè)量?是我們當(dāng)前需要思考的問(wèn)題。特別是進(jìn)入21世紀(jì),面對(duì)組織內(nèi)外部環(huán)境復(fù)雜多變、不確定性程度也越來(lái)越強(qiáng),領(lǐng)導(dǎo)如何才能選擇有效的互動(dòng)行為來(lái)提高上下級(jí)關(guān)系質(zhì)量,下屬如何選擇有效地行為方式和應(yīng)對(duì)策略才能得到高質(zhì)量的上下級(jí)關(guān)系,是每個(gè)組織的領(lǐng)導(dǎo)者和員工都不得不面對(duì)的問(wèn)題。本研究基于中國(guó)文化背景下,從關(guān)系互動(dòng)感知的視角研究中國(guó)文化背景下上下級(jí)關(guān)系的內(nèi)容結(jié)構(gòu),并從上下級(jí)互動(dòng)行為視角探討哪些行為對(duì)上下級(jí)關(guān)系質(zhì)量產(chǎn)生預(yù)測(cè)作用,并在此基礎(chǔ)上構(gòu)建上下級(jí)關(guān)系質(zhì)量感知水平對(duì)任務(wù)績(jī)效和工作倦怠的影響機(jī)制模型。本研究采用扎根理論的方法對(duì)上下級(jí)關(guān)系的內(nèi)容結(jié)構(gòu)和互動(dòng)行為的內(nèi)容進(jìn)行提煉。并采用問(wèn)卷調(diào)查的方法進(jìn)行實(shí)證研究的數(shù)據(jù)收集,選取了378名企業(yè)員工作為研究樣本,對(duì)回收的問(wèn)卷數(shù)據(jù)采用SPSS19.0和AMOS17.0軟件進(jìn)行探索性分析、驗(yàn)證性分析、方差分析、相關(guān)分析、回歸分析來(lái)對(duì)各變量及其關(guān)系進(jìn)行研究,最后得出結(jié)論:(1)上下級(jí)關(guān)系維度分為工作內(nèi)關(guān)系(信任、親近、互惠)和工作外關(guān)系(私生活卷入)兩個(gè)維度;(2)從領(lǐng)導(dǎo)和下屬兩個(gè)角度對(duì)上下級(jí)互動(dòng)行為給出分類,即領(lǐng)導(dǎo)行為(支持、反饋、激勵(lì)、指導(dǎo)、關(guān)懷)、下屬行為(遵從、忠誠(chéng)、奉獻(xiàn)、主動(dòng)成長(zhǎng)、逢迎),分析得出領(lǐng)導(dǎo)行為、下屬行為對(duì)上下級(jí)關(guān)系質(zhì)量感知水平及其各維度存在顯著預(yù)測(cè)作用,并存在預(yù)測(cè)力差異;(3)上下級(jí)關(guān)系質(zhì)量感知水平(工作內(nèi)關(guān)系、工作外關(guān)系)對(duì)任務(wù)績(jī)效存在預(yù)測(cè)作用;上下級(jí)關(guān)系中的工作內(nèi)關(guān)系對(duì)工作倦怠存在預(yù)測(cè)作用,而工作外關(guān)系對(duì)工作倦怠不存在預(yù)測(cè)作用;最后,基于實(shí)證研究的基礎(chǔ)上,分類討論如何界定組織中上下級(jí)關(guān)系的質(zhì)量特征,以及從行為互動(dòng)的角度提出了改善上下級(jí)關(guān)系質(zhì)量的管理對(duì)策,并從上下級(jí)關(guān)系互動(dòng)的視角提高任務(wù)績(jī)效和降低工作倦怠感,以期為企業(yè)管理實(shí)踐提供一定的參考,同時(shí)指出了本研究的不足和展望。
[Abstract]:Studies have shown that under the special cultural background of our country, the characteristics of the relationship between superior and subordinate are different from those in the West, and in China they are irrational, emotional, traditional and expressive. So, what is the content structure of the relationship between superior and subordinate in Chinese organizations, and how to measure it? It's a question we need to think about right now. Especially in the 21st century, facing the complex and changeable internal and external environment, the degree of uncertainty is becoming stronger and stronger. How can leaders choose effective interactive behavior to improve the quality of relationship between superior and subordinate? How to choose effective behavior style and coping strategy to obtain high quality relationship between superior and subordinate is a problem that leaders and employees of every organization have to face. Based on the background of Chinese culture, this study studies the content structure of the relationship between superior and subordinate in the context of Chinese culture from the perspective of relationship interaction perception, and discusses which behaviors have a predictive effect on the quality of relationship between superior and subordinate from the perspective of interaction between superior and subordinate. On this basis, the mechanism model of the effect of perceived level of superior and subordinate relationship quality on task performance and job burnout is established. In this study, the content structure of relationship between superior and subordinate and the content of interactive behavior are refined by the method of rooted theory. Using the method of questionnaire to collect the data of empirical research, we selected 378 enterprise employees as the research sample, and used SPSS19.0 and AMOS17.0 software to carry on exploratory analysis, confirmatory analysis, variance analysis, correlation analysis to the data collected from the questionnaire, and used the software of SPSS19.0 and AMOS17.0 to carry on the exploratory analysis, the analysis of variance, the correlation analysis. Regression analysis is used to study the variables and their relationships. Finally, the conclusion is drawn that the relationship between superior and subordinate is divided into intra-job relations (trust, closeness, closeness). The two dimensions of reciprocity) and out-of-work relationship (involvement in private life) classify the interaction between superior and subordinate from the perspective of leadership and subordinate, namely leadership behavior (support, feedback, motivation, guidance, caring, subordinate behavior (compliance, loyalty). The analysis shows that leadership behavior and subordinate behavior can significantly predict the quality perception level and its dimensions of relationship between superior and subordinate, and there is a difference in predictive power between them (Intra-Job relationship). Extra-job relationship) has predictive effect on task performance; Intra-job relationship in superior and subordinate relationship has predictive effect on job burnout, while extra-job relationship does not predict job burnout. Finally, on the basis of empirical study, This paper discusses how to define the quality characteristics of the relationship between superior and subordinate in the organization, and puts forward the management countermeasures to improve the quality of the relationship between the superior and the subordinate from the perspective of behavioral interaction, and from the perspective of interaction between the superior and the subordinate, to improve task performance and reduce the sense of job burnout. In order to provide a certain reference for the practice of enterprise management, and pointed out the shortcomings and prospects of this study.
【學(xué)位授予單位】：中國(guó)礦業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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