本文選題：差錯管理氛圍 + 職業(yè)勝任力　； 參考：《湖北工業(yè)大學》2017年碩士論文

【摘要】：隨著全球宏觀環(huán)境和社會文化環(huán)境的變化,人力資本已是企業(yè)在競爭激烈的市場中保持競爭優(yōu)勢的關鍵因素,個體的職業(yè)成長是企業(yè)不斷成長和發(fā)展的基礎,如何加快組織環(huán)境下個體的職業(yè)成長速度是當前學者和企業(yè)管理者非常關注的課題。個體的職業(yè)成長必然與組織環(huán)境具有緊密的聯系。社會學習理論認為,通過觀察學習過程獲得知識和經驗,增強面對各種情境的能力和信心有助于個體的成長與發(fā)展。組織中的差錯管理氛圍作為組織環(huán)境因素之一,影響個體的知識和經驗積累,影響個體處理事情的能力和信心的提升,但差錯管理氛圍對員工職業(yè)成長的影響如何?以及前者如何影響后者?這些問題都還缺乏理論和實證的支持。因此,結合已有的研究文獻,本研究嘗試從差錯管理氛圍這一組織環(huán)境因素切入,綜合分析和探討組織層面的差錯管理氛圍對個體層面的新生代員工職業(yè)成長的影響,構建了差錯管理氛圍對員工職業(yè)成長和職業(yè)勝任力的跨層次中介效應模型,差錯管理氛圍對員工職業(yè)成長和公仆型領導的跨層次調節(jié)效應模型。本文以中國部分企業(yè)為研究對象,通過問卷調查的形式取得531份研究數據,采用SPSS和AMOS軟件對數據進行信效度分析,運用HLM軟件對數據進行多層線性回歸分析。研究結果表明:(1)差錯管理氛圍對新生代員工職業(yè)成長存在顯著的正向影響,差錯管理氛圍對職業(yè)勝任力存在顯著的正向影響,職業(yè)勝任力對新生代員工職業(yè)成長存在顯著的正向影響;(2)職業(yè)勝任力在差錯管理氛圍對新生代員工職業(yè)成長的影響中起著部分中介作用;(3)差錯管理氛圍對公仆型領導存在顯著的正向影響,公仆型領導對新生代員工職業(yè)成長存在顯著的正向影響;(4)公仆型領導在差錯管理氛圍對新生代員工職業(yè)成長的影響中起調節(jié)作用。本文的研究結論豐富了組織層面因素對個體層面職業(yè)成長的跨層次研究,對新生代員工職業(yè)成長的管理和發(fā)展提供了新的支持路徑。最后,結合本文的研究結論提出了新生代員工職業(yè)成長的管理建議,并指出了本文的研究不足,對未來的研究方向進行了展望。
[Abstract]:With the changes of global macro environment and social and cultural environment, human capital is the key factor for enterprises to maintain competitive advantage in the competitive market. Individual professional growth is the basis for the continuous growth and development of enterprises. How to speed up the professional growth of individuals in the organizational environment is a topic that scholars and business managers pay close attention to. The professional growth of an individual must be closely related to the organizational environment. The theory of social learning holds that acquiring knowledge and experience through observing the learning process and enhancing the ability and confidence to face various situations are conducive to the growth and development of individuals. As one of the organizational environment factors, error management climate in the organization affects the accumulation of individual knowledge and experience, and the improvement of individual ability and confidence in dealing with things. But how does the error management atmosphere affect the professional growth of employees? And how the former affects the latter? These problems are still lack of theoretical and empirical support. Therefore, combined with the existing research literature, this study attempts to analyze and explore the impact of error management climate on the career growth of the new generation of employees at the individual level from the perspective of error management climate, which is an organizational environmental factor. This paper constructs a cross-level intermediary effect model of error management atmosphere on staff career growth and professional competence, and a cross-level adjustment effect model of error management atmosphere on staff career growth and public servant leadership. In this paper, some enterprises in China are taken as the research objects, 531 data are obtained by questionnaire, the reliability and validity of the data are analyzed by SPSS and AMOS software, and the multilayer linear regression analysis is carried out by using HLM software. The results show that the error management atmosphere has a significant positive impact on the career growth of the new generation of employees, and the error management atmosphere has a significant positive impact on the professional competence. There is a significant positive effect of Professional competence on New Generation staff's career growth. (2) Occupational competence plays a part of intermediary role in the influence of error Management atmosphere on New Generation employees' career growth) error Management atmosphere plays an important role in Public servant Type There is a significant positive impact on leadership, There is a significant positive impact on the career growth of the new generation of employees. 4) the public servant leadership plays an important role in regulating the influence of error management atmosphere on the career growth of the new generation of employees. The conclusion of this paper enriches the cross-level research of organizational factors on the individual level of career growth and provides a new way to support the management and development of the new generation of employees' career growth. Finally, combined with the conclusion of this paper, the author puts forward the management suggestions of the new generation of employees' career growth, and points out the lack of the research in this paper, and prospects the future research direction.
【學位授予單位】：湖北工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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