【摘要】：目前,我國(guó)中小企業(yè)由于受到自身規(guī)模以及外部發(fā)展環(huán)境的限制,正處于一種企業(yè)壽命短、企業(yè)成長(zhǎng)速度慢的尷尬現(xiàn)狀。同時(shí),中小企業(yè)由于其制度不夠清晰、管理不夠規(guī)范,經(jīng)常被披露出一些企業(yè)不誠(chéng)信的問(wèn)題。隨著這些不誠(chéng)信的現(xiàn)象越來(lái)越頻繁,誠(chéng)信領(lǐng)導(dǎo)這一概念開(kāi)始慢慢進(jìn)入到了人們的視野。本文以上市中小企業(yè)領(lǐng)導(dǎo)者做為研究對(duì)象,試圖尋找誠(chéng)信領(lǐng)導(dǎo)對(duì)企業(yè)成長(zhǎng)的作用機(jī)理。這將在企業(yè)管理層和企業(yè)成長(zhǎng)之間建立更密切的理論聯(lián)系,同時(shí)對(duì)促進(jìn)中小企業(yè)的長(zhǎng)遠(yuǎn)發(fā)展具有十分重要的意義。本文基于誠(chéng)信領(lǐng)導(dǎo)、企業(yè)成長(zhǎng)等相關(guān)理論,采用了理論與實(shí)證相結(jié)合、問(wèn)卷調(diào)查等方法,探討了中國(guó)上市中小企業(yè)誠(chéng)信領(lǐng)導(dǎo)對(duì)企業(yè)成長(zhǎng)的影響機(jī)制。本文首先對(duì)前人的相關(guān)研究和相關(guān)理論進(jìn)行了整理和回顧;其次,構(gòu)建了企業(yè)成長(zhǎng)的指標(biāo)體系,設(shè)計(jì)了誠(chéng)信領(lǐng)導(dǎo)等變量的測(cè)量量表并提出了本文的研究假設(shè);接著,利用網(wǎng)上搜集與問(wèn)卷調(diào)查得到的數(shù)據(jù)進(jìn)行了實(shí)證分析,對(duì)前面提出的假設(shè)進(jìn)行驗(yàn)證;最后,得出了本文的主要結(jié)論并提出了相關(guān)建議。本文的主要結(jié)論為:(1)我國(guó)上市中小企業(yè)誠(chéng)信領(lǐng)導(dǎo)對(duì)企業(yè)成長(zhǎng)有顯著正向影響,領(lǐng)導(dǎo)者的誠(chéng)信領(lǐng)導(dǎo)對(duì)于企業(yè)的快速成長(zhǎng)具有一定的促進(jìn)作用。(2)員工工作態(tài)度在企業(yè)誠(chéng)信領(lǐng)導(dǎo)與企業(yè)成長(zhǎng)的關(guān)系中起中介作用。(3)個(gè)體主義價(jià)值觀在誠(chéng)信領(lǐng)導(dǎo)與員工工作態(tài)度之間起負(fù)向調(diào)節(jié)作用,即員工的個(gè)體主義越高,誠(chéng)信領(lǐng)導(dǎo)對(duì)員工工作態(tài)度的影響越小,員工工作態(tài)度的中介效應(yīng)受到了個(gè)體主義價(jià)值觀的調(diào)節(jié)。針對(duì)以上結(jié)論,本文提出了以下建議:(1)積極開(kāi)發(fā)領(lǐng)導(dǎo)者的誠(chéng)信領(lǐng)導(dǎo)風(fēng)格。(2)重視員工工作態(tài)度對(duì)企業(yè)成長(zhǎng)的作用。(3)盡力降低員工的個(gè)體主義,使員工將個(gè)人目標(biāo)與企業(yè)目標(biāo)相結(jié)合。本文的創(chuàng)新之處有以下兩點(diǎn):(1)本文將誠(chéng)信領(lǐng)導(dǎo)這一新型概念引入到企業(yè)成長(zhǎng)的研究中,并選用員工工作態(tài)度作為中介變量、個(gè)體主義價(jià)值觀作為調(diào)節(jié)變量,深入探討了誠(chéng)信領(lǐng)導(dǎo)對(duì)企業(yè)成長(zhǎng)的作用機(jī)理與路徑。(2)本文在前人研究的基礎(chǔ)上,結(jié)合我國(guó)的實(shí)際情況,對(duì)現(xiàn)有測(cè)量誠(chéng)信領(lǐng)導(dǎo)的量表進(jìn)行了綜合、調(diào)整和優(yōu)化,形成了一套符合我國(guó)上市中小企業(yè)實(shí)際情況的誠(chéng)信領(lǐng)導(dǎo)測(cè)量量表,為今后的研究提供了參考依據(jù)。
[Abstract]:At present, because of the limitation of their own scale and external development environment, the small and medium-sized enterprises of our country are in an awkward situation of short life span and slow growth rate of enterprises. At the same time, because the system is not clear enough and the management is not standardized, SMEs are often exposed some problems of dishonesty. Along with these dishonest phenomena more and more frequently, the concept of good faith leadership began to enter people's vision slowly. In this paper, the leader of listed small and medium-sized enterprises as the research object, trying to find out the mechanism of good faith leadership on the growth of enterprises. This will establish a closer theoretical link between the management and the growth of the enterprise, and it is of great significance to promote the long-term development of small and medium-sized enterprises. Based on the theories of honesty leadership and enterprise growth, this paper discusses the influence mechanism of credit leadership on the growth of listed SMEs in China by means of combining theory with empirical research and questionnaire survey. In this paper, firstly, the related research and related theories are summarized and reviewed; secondly, the index system of enterprise growth is constructed, the measurement scale of variables such as honesty leadership is designed and the research hypotheses of this paper are put forward. Using the data collected on the Internet and questionnaire to carry on the empirical analysis, the hypothesis proposed above is verified. Finally, the main conclusions of this paper are obtained and the relevant suggestions are put forward. The main conclusions of this paper are as follows: (1) the credit leadership of listed SMEs has a significant positive impact on the growth of enterprises. (2) the employee's work attitude plays an intermediary role in the relationship between the enterprise's honest leadership and the enterprise's growth. (3) the individualism values play an intermediary role in the honest leadership and the staff. The work attitude plays a negative role in regulating the work attitude, That is, the higher the employee's individualism, the less the influence of the honest leadership on the employee's work attitude, and the mediating effect of the employee's work attitude is regulated by the individualistic values. In view of the above conclusions, this paper puts forward the following suggestions: (1) to actively develop the leadership style of leaders, (2) to pay attention to the role of employees' work attitude in the growth of enterprises, (3) to reduce the individualism of employees, Enable employees to combine personal goals with corporate goals. The innovations of this paper are as follows: (1) this paper introduces the new concept of good faith leadership into the study of enterprise growth, and selects employee work attitude as intermediary variable and individualism value as adjustment variable. This paper deeply discusses the mechanism and path of the role of honest leadership in the growth of enterprises. (2) based on the previous studies and the actual situation of our country, this paper synthesizes, adjusts and optimizes the existing scales for measuring honesty and credit leadership. A set of credit leadership measurement scale according with the actual situation of listed small and medium-sized enterprises in China is formed, which provides a reference for future research.
【學(xué)位授予單位】：湘潭大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F276.3

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本文編號(hào)：2188430