本文選題：內(nèi)部人身份感知 + 基于組織的自尊��； 參考：《天津師范大學(xué)》2017年碩士論文

【摘要】：揭發(fā)是指組織現(xiàn)有成員或前成員在受制于組織而無權(quán)阻止或避免組織的不道德行為時,選擇匿名或公開向有可能影響不道德行為的個體或組織進(jìn)行報告的行為。作為組織有效的預(yù)警機(jī)制,揭發(fā)不僅能夠維護(hù)公眾利益,而且能夠降低組織成本,避免潛在風(fēng)險,因此越來越受到學(xué)者的關(guān)注。隨著市場經(jīng)濟(jì)的發(fā)展,勞動力市場存在多種用工形式,其中派遣制日益成為其中的重要組織部分。傳統(tǒng)意義上,派遣制員工不受組織重視,與組織的權(quán)責(zé)關(guān)系較多局限于工作范圍內(nèi)。但是作為組織中不可忽視的組成部分,如何激發(fā)派遣制員工的揭發(fā)意愿是管理者面臨的新問題。本研究旨在探究派遣制員工的揭發(fā)現(xiàn)狀,并試圖探究內(nèi)部人身份感知和基于組織的自尊對揭發(fā)的影響機(jī)制;同時分析派遣制員工的上下級關(guān)系在這一關(guān)系中的調(diào)節(jié)作用。本研究以天津、山西等地的376名派遣制員工為研究對象,采用問卷調(diào)查法,分別運用《內(nèi)部人身份感知量表》、《基于組織的自尊量表》、《上下級關(guān)系量表》和《揭發(fā)問卷》作為研究工具,對派遣制員工的內(nèi)部人身份感知、基于組織的自尊、上下級關(guān)系及揭發(fā)的關(guān)系模型進(jìn)行檢驗與探討。結(jié)果表明:(1)派遣制員工內(nèi)部人身份感知、基于組織的自尊、上下級關(guān)系與揭發(fā)在性別、學(xué)歷水平、單位性質(zhì)、月薪上存在顯著差異。(2)派遣制員工內(nèi)部人身份感知與內(nèi)部揭發(fā)顯著正相關(guān);與外部揭發(fā)、無行動顯著負(fù)相關(guān)。(3)派遣制員工的基于組織的自尊在內(nèi)部人身份感知與內(nèi)部揭發(fā)之間起完全中介作用,在內(nèi)部人身份感知與外部揭發(fā)及無行動之間起部分中介作用。(4)派遣制員工上下級關(guān)系在內(nèi)部人身份感知、基于組織的自尊與外部揭發(fā)、無行動的中介關(guān)系中起調(diào)節(jié)作用。研究結(jié)論:(1)派遣制員工內(nèi)部人身份感知對其內(nèi)部揭發(fā)有顯著正向預(yù)測作用;對外部揭發(fā)和無行動有顯著負(fù)向預(yù)測作用。(2)派遣制員工基于組織的自尊在內(nèi)部人身份感知與內(nèi)部揭發(fā)之間起完全中介作用;在內(nèi)部人身份感知與外部揭發(fā)、無行動之間起部分中介作用。(3)派遣制員工的上下級關(guān)系在基于組織的自尊與外部揭發(fā)的關(guān)系中起調(diào)節(jié)作用;上下級關(guān)系在內(nèi)部人身份感知與無行動的關(guān)系中其調(diào)節(jié)作用,且這種調(diào)節(jié)作用在基于組織的自尊的中介作用中對無行動產(chǎn)生調(diào)節(jié)作用。
[Abstract]:Disclosure refers to the behavior that the existing members or former members of the organization choose to report anonymously or publicly to the individuals or organizations which may affect the immoral behavior when they are restricted by the organization and have no right to prevent or avoid the organization's immoral behavior. As an effective early-warning mechanism, disclosure can not only protect the public interest, but also reduce the cost of organization and avoid potential risks, so it has attracted more and more attention of scholars. With the development of market economy, there are many kinds of employment forms in labor market, in which dispatch system is becoming an important organization part. In the traditional sense, dispatch staff is not attached importance to, and the relationship between power and responsibility of the organization is limited to the scope of work. However, as an important part of the organization, how to stimulate the willingness of dispatch staff is a new problem faced by managers. The purpose of this study is to explore the current situation of disclosure of dispatch staff and try to explore the influence mechanism of insiders' identity perception and organizational self-esteem on disclosure, and to analyze the regulatory role of the superior and subordinate relationship of dispatch staff in this relationship. In this study, 376 dispatch employees in Tianjin and Shanxi were chosen as the research objects, and questionnaire survey was used. Using the Insider identity perception scale, the Self-esteem scale based on Organization, the Upper and Lower relationship scale and the Disclosure questionnaire respectively as the research tools, the insiders' identity perception of dispatched employees is based on the organization's self-esteem. The relationship between superior and subordinate and the relation model of disclosure are examined and discussed. The results showed that: 1) Insider identity perception, based on organizational self-esteem, relationship between superior and subordinate and disclosure in gender, educational level, unit nature, There is a significant difference in monthly salary. (2) there is a significant positive correlation between internal identity perception and internal disclosure of dispatched employees, and a significant positive correlation with external disclosure. No-action significantly negative correlation. 3) the organizational self-esteem of dispatched employees plays a complete intermediary role between insider identity perception and internal disclosure. The relationship between internal identity perception, external disclosure and non-action plays a role in the internal identity perception, organizational self-esteem and external disclosure, as well as non-action intermediary relationship. Conclusion: (1) Insider identity perception of dispatched employees has a significant positive predictive effect on internal disclosure; There is a significant negative predictive effect on external disclosure and non-action. (2) Self-esteem based on organization plays a full intermediary role between insider identity perception and internal disclosure, while internal identity perception and external disclosure. The relationship between superior and subordinate staff plays a regulatory role in the relationship between self-respect based on organization and external disclosure, while the relationship between superior and subordinate is regulated in the relationship between identity perception and non-action of the insiders, and the relationship between superior and subordinate employees plays a regulatory role in the relationship between self-respect based on organization and external disclosure. Moreover, the regulatory role of this regulation in the organization-based self-esteem mediating the role of action-free regulation.
【學(xué)位授予單位】：天津師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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