【摘要】：變革型領(lǐng)導(dǎo)有其獨特的研究價值,尤其是在當(dāng)今充滿變革和挑戰(zhàn)的社會背景中更會大放光彩。在中國目前的組織文化環(huán)境下,如何提高員工工作幸福感已經(jīng)成為一個廣泛關(guān)注的和亟需解決的熱點問題。開展研究變革型領(lǐng)導(dǎo)對工作幸福感的作用機制,試圖找出變革型領(lǐng)導(dǎo)風(fēng)格如何影響員工工作幸福感的機理,這正是目前國內(nèi)外學(xué)者關(guān)注的一個研究熱點。本研究以IT行業(yè)員工為研究對象,在大連、沈陽、北京、上海、杭州IT行業(yè)較為發(fā)達的地方,通過紙質(zhì)版和電子版問卷的形式進行數(shù)據(jù)的發(fā)放與收集,有效問卷共有395份,問卷有效率為82.8%。本研究采用文獻研究、問卷調(diào)查和SPSS統(tǒng)計分析等方法對變革型領(lǐng)導(dǎo)與工作幸福感之間的關(guān)系進行了研究,并驗證了工作幸福感量表。綜合考慮了人口統(tǒng)計學(xué)因素,采用描述性統(tǒng)計分析、信度和效度分析、探索性因子分析、方差分析、相關(guān)分析、回歸分析等統(tǒng)計方法,得到以下結(jié)論:(1)變革型領(lǐng)導(dǎo)總體對工作幸福感總體具有正向的影響作用,且變革型領(lǐng)導(dǎo)各維度對工作幸福感各維度均有正向的相關(guān)性。即領(lǐng)導(dǎo)者在實際工作中被感知到的變革型領(lǐng)導(dǎo)及其各維度越強,IT行業(yè)員工的工作幸福感就越高。(2)變革型領(lǐng)導(dǎo)的愿景激勵和個性化關(guān)懷維度更容易被IT行業(yè)員工感知到,并且這兩個維度對IT行業(yè)員工工作幸福感的影響更大。(3)經(jīng)研究發(fā)現(xiàn),IT行業(yè)員工更加注重福利待遇、人際關(guān)系、發(fā)展前景。(4)人口統(tǒng)計學(xué)變量(學(xué)歷、工作年限、薪酬水平)對變革型領(lǐng)導(dǎo)與工作幸福感之間的關(guān)系起到了調(diào)節(jié)作用。本文研究結(jié)果不僅填補了國內(nèi)對變革型領(lǐng)導(dǎo)與工作幸福感影響機制研究的空白,而且充實了工作幸福感理論,對后續(xù)研究具有一定的參考價值,同時對人力資源管理實踐具有一定的指導(dǎo)作用。
[Abstract]:Transformational leadership has its unique research value, especially in today's changing and challenging social background. In the current organizational culture environment in China, how to improve the work well-being of employees has become a hot issue that needs to be solved. This paper studies the mechanism of transformational leadership on job well being and tries to find out how transformational leadership style affects employee's work happiness. This is a hot research topic that scholars at home and abroad pay close attention to at present. This research takes the IT industry staff as the research object, in Dalian, Shenyang, Beijing, Shanghai, Hangzhou IT industry more developed place, through the paper edition and the electronic edition questionnaire form carries on the data distribution and the collection, the valid questionnaire altogether has 395. The effective rate of the questionnaire was 82.8%. In this study, the relationship between transformational leadership and job well-being was studied by means of literature research, questionnaire survey and SPSS statistical analysis, and the work well being scale was validated. Taking into account demographic factors, descriptive statistical analysis, reliability and validity analysis, exploratory factor analysis, variance analysis, correlation analysis, regression analysis and other statistical methods were used. The conclusions are as follows: (1) transformational leadership has a positive effect on job well-being and each dimension of transformational leadership has positive correlation with each dimension of job well-being. That is, the stronger the transformational leadership and its dimensions perceived by leaders in their actual work, the higher the job well-being of IT employees. (2) the dimension of vision motivation and personalized care of transformational leaders is more easily perceived by IT industry employees. And the impact of these two dimensions on the job well-being of employees in IT industry is greater. (3) the study found that employees in IT industry pay more attention to welfare, interpersonal relationships, development prospects. (4) demographic variables (education, working years, etc.) Salary level) play a role in regulating the relationship between transformational leadership and job well-being. The results of this paper not only fill the blank of domestic research on the influence mechanism of transformational leadership and job well-being, but also enrich the theory of job well-being. At the same time, the practice of human resources management has a certain guiding role.
【學(xué)位授予單位】：大連工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92;F49

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