發(fā)布時間：2018-05-05 05:32

  本文選題：辱虐管理 + 工作疏離感�。� 參考：《石河子大學》2017年碩士論文

【摘要】：伴隨著經(jīng)濟全球化,市場瞬息萬變,企業(yè)面對更加復雜的市場環(huán)境,靈活而又快速的做出高質(zhì)量的決策顯得尤為重要。這一過程離不開管理者的敏銳眼光和決斷,然而,員工作為執(zhí)行組織任務的主體,對企業(yè)運營過程有著更為深刻的見解,能夠?qū)M織中存在的問題提出一些有效的看法和建議。因此,充分吸納員工意見對于組織決策質(zhì)量的提高有著不容忽視的作用。盡管員工建言極為重要,但在組織中,敢于向上級提出自己想法和建議的下屬卻少之又少,很多員工明明意識到組織運作中存在一些缺陷,卻不愿甚至不敢與上級領導坦誠溝通,將問題及時向上級反饋,反而時常可見如同童話《皇帝的新裝》中閉口不言的現(xiàn)象。同時,在中國的企業(yè)中,由于深受傳統(tǒng)儒家中庸思想的影響,員工在面對組織不利環(huán)境時往往采取容忍和保持沉默的態(tài)度,致使建言的益處沒有真正得到發(fā)揮。針對這一問題,國內(nèi)外學者分別從領導風格、組織氛圍及人格特質(zhì)等視角探討對員工建言的影響作用,其中,國內(nèi)學者王巧玲,孔令宏(2010)研究發(fā)現(xiàn),領導風格及員工自身價值觀念對員工建言有顯著的預測作用。另外,就建言本身的特點和性質(zhì)而言,李銳,凌文輇,柳士順(2009)研究認為員工對負面領導行為更為敏感。之前關于員工建言的研究主要側(cè)重于正向領導行為的影響,而關于負向領導行為對員工建言的相關研究卻比較匱乏�；诖�,本文通過定性和定量分析法試圖從員工工作疏離感的角度出發(fā)來挖掘辱虐管理與員工建言之間的內(nèi)在作用機制,以期進一步豐富和完善相關理論,另外,通過深刻認識負向領導行為與員工建言行為這兩者之間的內(nèi)在機理有利于指導組織和員工采取相應措施來預防或控制由此行為造成的不良影響,提升員工建言的意愿和效能感,從而使組織能夠及時發(fā)現(xiàn)組織運營過程中的問題,提升企業(yè)競爭力。
[Abstract]:With the globalization of economy and the rapid changes of the market, it is very important for enterprises to make high quality decisions flexibly and quickly in the face of more complicated market environment. This process can not be separated from the keen vision and decision of managers. However, as the main body of carrying out organizational tasks, employees have more profound views on the operation process of enterprises, and can put forward some effective views and suggestions to the problems existing in the organization. Therefore, the full absorption of employee opinions on the quality of organizational decision-making has a role that can not be ignored. Although staff advice is extremely important, in the organization, there are very few subordinates who dare to put forward their ideas and suggestions to their superiors. Many employees are clearly aware of some shortcomings in the operation of the organization. However, he would not even dare to communicate frankly with his superiors and give timely feedback to his superiors. Instead, it is often seen as the phenomenon of silence in the fairy tale "the Emperor's New dress". At the same time, in Chinese enterprises, due to the influence of the traditional Confucian doctrine of the mean, employees often take a tolerant and silent attitude in the face of unfavorable organizational environment, so that the benefits of advice are not really brought into play. In order to solve this problem, domestic and foreign scholars have explored the influence of leadership style, organizational atmosphere and personality traits on employee advice from the perspectives of leadership style, organizational atmosphere and personality traits, among which, domestic scholars Wang Qiaoling and Kong Linghong 2010 have found that, Leadership style and employee's own values have a significant predictive effect on employee advice. In addition, in terms of the characteristics and nature of the advice itself, Li Rui, Ling Wen-li, Liu Shishun 2009) think that employees are more sensitive to negative leadership behavior. The previous research on employee advice mainly focused on the influence of positive leadership behavior, but the related research on negative leadership behavior on employee advice is relatively scarce. Based on this, this paper attempts to explore the internal mechanism between abusive management and employee advice through qualitative and quantitative analysis from the perspective of employee job alienation, in order to further enrich and improve the relevant theory, in addition, The deep understanding of the internal mechanism between negative leadership behavior and employee voice behavior is helpful to guide organizations and employees to take appropriate measures to prevent or control the adverse effects caused by this behavior, and to enhance the willingness and efficacy of employees to make comments. Thus, the organization can discover the problems in the process of organization operation in time and enhance the competitiveness of enterprises.
【學位授予單位】：石河子大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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