本文選題：公共部門(mén)　切入點(diǎn)：組織信任　出處：《浙江財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：盡管員工建言行為對(duì)于公共部門(mén)創(chuàng)新和發(fā)展的意義重大,然而在現(xiàn)實(shí)公共組織中,很少有員工積極主動(dòng)地建言。如何促進(jìn)更多的員工積極主動(dòng)地表達(dá)自己的觀點(diǎn)和想法是公共部門(mén)管理者需要思考的重要問(wèn)題。建言行為作為員工主動(dòng)參與組織管理的一種積極角色外行為,逐漸引起組織行為學(xué)領(lǐng)域?qū)W者的關(guān)注和研究。員工建言行為的產(chǎn)生是組織情境和個(gè)體心理因素綜合作用的結(jié)果,組織信任作為組織情境重要因素之一,自我效能感作為個(gè)體心理重要因素之一,應(yīng)該都會(huì)對(duì)員工建言行為有著正向或負(fù)向的影響�；谝陨媳尘�,本研究著重探討組織信任、自我效能感對(duì)公共部門(mén)員工建言行為的影響,提出并驗(yàn)證自我效能感在組織信任和公共部門(mén)員工建言行為之間的中介作用;具體研究組織信任是否影響公共部門(mén)員工的建言行為?自我效能感是否在組織信任與公共部門(mén)員工建言行為之間起中介作用?本研究基于以往研究文獻(xiàn)的回顧總結(jié),從公共部門(mén)員工自我視角出發(fā),以“組織信任→自我效能感→公共部門(mén)員工建言行為”為研究思路,提出研究假設(shè)和理論模型。通過(guò)問(wèn)卷調(diào)查的方法,在安徽省合肥市、蕪湖市及浙江省杭州市、金華市等地發(fā)放問(wèn)卷。通過(guò)CITC分析法、探索性因子分析法檢驗(yàn)測(cè)量量表的信效度,運(yùn)用相關(guān)性分析和線性回歸方程來(lái)檢驗(yàn)組織信任對(duì)公共部門(mén)員工建言行為的影響及自我效能感的中介作用。實(shí)證結(jié)果表明:組織信任對(duì)公共部門(mén)員工建言行為具有顯著的正向影響,其中領(lǐng)導(dǎo)信任、機(jī)構(gòu)信任維度分別對(duì)公共部門(mén)員工促進(jìn)性建言行為和抑制性建言行為都有顯著的正向影響;組織信任對(duì)員工自我效能感具有顯著的正向影響,具體表現(xiàn)在領(lǐng)導(dǎo)信任、機(jī)構(gòu)信任兩個(gè)維度;自我效能感對(duì)公共部門(mén)員工建言行為有顯著的正向影響,表現(xiàn)在自我效能感對(duì)公共部門(mén)員工促進(jìn)性建言和抑制性建言?xún)蓚�(gè)維度均有顯著的正向影響;自我效能感在組織信任和公共部門(mén)員工建言行為之間起中介作用。本研究得出基本結(jié)論:組織信任是影響公共部門(mén)員工建言行為的重要原因之一;組織信任對(duì)公共部門(mén)員工建言行為的影響是通過(guò)員工個(gè)體心理因素自我效能感實(shí)現(xiàn)的,自我效能感才是公共部門(mén)員工建言行為的內(nèi)在驅(qū)動(dòng)力。以往對(duì)建言行為的研究主要是從組織情境因素或員工個(gè)體因素進(jìn)行的,實(shí)際上從建言行為的特質(zhì)來(lái)看,它應(yīng)該是組織情境因素和員工個(gè)體因素共同作用的結(jié)果;本研究以組織情境因素中較為典型的組織信任以及員工個(gè)體心理因素自我效能感為切入點(diǎn),為建言行為的發(fā)生提供新的研究視角。區(qū)別于依據(jù)社會(huì)交換理論來(lái)探索建言行為的發(fā)生機(jī)制,本研究選擇從員工自我視角出發(fā)探究公共部門(mén)員工建言行為的內(nèi)在驅(qū)動(dòng)力,驗(yàn)證并分析了自我效能感在組織信任與公共部門(mén)員工建言行為之間的中介作用。而且本研究創(chuàng)新了員工建言行為在公共部門(mén)范圍內(nèi)的研究結(jié)論,為我國(guó)公共部門(mén)人力資源管理實(shí)踐提供了一定的管理啟示。
[Abstract]:Although the significance of employee voice behavior for the public sector innovation and development of the major, but in reality in the public organization, there are few employees actively suggestions. How to promote more employees to actively express their views and ideas is an important problem in the public sector managers need to consider. A positive role of behavior as employee voice behavior active participation in organizational management, organizational behavior field gradually aroused the attention of scholars and research. Employees'voice behavior is the comprehensive effect of organizational and individual psychological factors, organizational trust is one of the important factors of organizational context, self-efficacy as an important factor of individual psychology, should have a positive or negative impact on employee voice behavior. Based on the above background, this research focuses on the organizational trust, self-efficacy for public sector workers to build words The effect of self-efficacy, proposed and verified the intermediary role between organizational trust and public sector employee voice behavior; whether the specific research on the organizational trust effect of voice behavior of public sector employees? Whether self-efficacy plays an intermediary role between organizational trust and public sector employee voice behavior? This study is based on the previous research literature review from the perspective of public sector employees, self perspective, "self-efficacy, organizational trust, public sector employee voice behavior" as the research ideas, research hypothesis and theoretical model. Through the questionnaire survey method, in Anhui Province, Hefei City, Wuhu city and Zhejiang city of Hangzhou Province, Jinhua city and other places of the questionnaire by CITC. Analysis, exploratory factor analysis, reliability and validity test of measurement scale, using correlation analysis and linear regression equation to test the organizational trust of Public Department The intermediary effect of door employees'voice behavior and self-efficacy. The empirical results show that organizational trust has a significant positive impact on the public sector employee voice behavior, including the leadership of the trust mechanism of trust dimensions for public sector workers promotive voice behavior has significant positive effects and suppression of voice behavior; organizational trust employee self-efficacy has a significant positive impact, embodied in the two dimensions of trust in leadership, institutional trust; self-efficacy has significant positive impact on employee voice behavior in the public sector, performance of public sector workers to promote the voice and prohibitive voice two dimensions have significant positive influence on self-efficacy; self-efficacy sense plays a mediating role between organizational trust and public sector employee voice behavior. This study draws the basic conclusion: organizational trust is the impact of public sector One of the important reasons of employee voice behavior; effect of organizational trust on public sector employee voice behavior is through individual psychological factors of self-efficacy to achieve, self-efficacy is the inherent driving force of public sector employees' voice behavior. The voice behavior research is mainly carried out from the organization or individual factors, situational factors in fact, from voice behavior characteristics, it should be the common effect of organizational situation factors and individual factors; based on the situational factors of typical organizational trust and individual psychological factors of self-efficacy as the starting point, provides a new perspective for voice behavior. The mechanism is different from the basis the social exchange theory to explore voice behavior, this study from the perspective of public sector employees self employees'voice behavior in In the driving force, analyzed and verified the self-efficacy of intermediary role between organizational trust and public sector employees' voice behavior. The research conclusion and innovation of the research on employee voice behavior in the public sector within the scope provided some management implications for the practice of human resource management of public sector in China.

【學(xué)位授予單位】：浙江財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：D630.3

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