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基层员工的自我效能对工作绩效的影响分析.pdf

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I 致谢 从踏入天津外国语大学到现在已是两年半的时间。两年半的研究生生活,学到的不仅是知识,更重要的是如何做人做事。还记得刚入学的时候,高老师就告诉我们要注重培养自己的情商,还告诉我们一个优秀的人,应该从各个方面让自己变得出众。在高老师的教导下,我不仅在专业课的学习上踏踏实实,在办事的时候也是积极用心,生活中,处处为别人着想。这两年半里,我从一名尚不成熟的大学生,变成了一名思想成熟,独立的社会人。而这一切的变化,跟高老师的教导有很大的关系。在这里 ,我由衷的感谢您对我的培养。 在即将结束研究生生活之前,我想感谢我的论文指导老师,杨春妮老师,从论文开题到问卷的制作,再到实证的开展,杨老师一直对我悉心的指导,从研究对象的确定到得出最后的实证结果,她在几次关键点的点拨,加快了我在论文写作的进展。可以说,如果没有杨老师的鼓励和指导,我的论文根本是无法完成的。 在这里我还想感谢在问卷调查时,配合我填写问卷的所有企业员工,没有你们我的数据就无法获得,同时,我要感谢我的研究生同学 们,是 你们的帮助和支持增加了我论文写作的信心 。 万方数据II Acknowledgements It has been two and a half years since I first set foot in Tianjin Foreign Studies University. During this fantastic period of my postgraduate, I have not only learnt lots of knowledge, but also how to be a true man and how to make thing right. I still remember in the first class when Professor Gao told us to attach great importance to our Emotional Quotient. He also told us that a truly outstanding person should try to perfect herself in all aspects. Under the guidance of Professor Gao, I work so hard to gain knowledge, being active in extracurricular activities, and being considerate about others in life. I used to be an immature student, during this two an half years; I have turned into an independent and mature person. Thanks to Professor Gao that I have undergone these changes. I’d like to express my sincere gratitude to you for all your efforts. Before my postgraduate life comes to its end, I’d like to give my thanks to my dissertation advisor, Professor Yang Chunni. She has always been giving me advice from the moment when I have to decide the subject that I’m going to study to the time I made my questionnaire, and the time I begin to do my empirical study. Her crucial instructions at certain time during the accomplishment of my dissertation have quickened my pace of writing this dissertation. It also can be said that without Professor Yang’s instructions and encouragements, I would never accomplish my dissertation. I also have to show my gratitude to all the grass-roots employees who have helped me fill in the questionnaire. Without your efforts, I would not have those precious data. At the same time, I’d like to attribute part of my success to my postgraduate classmates. All of you have support me in accomplishing my dissertation, and you have also help build my confidence. 万方数据III 摘要 自我效能 作为心理资本的 重要维度之一,已经得到了国内外研究者的广泛关注。本文 研究 了 基层员工自我效能 各个维度和工作绩效各个维度的关系 。 本文 通过实证研究来考察基层员工 自我效能 和工作绩效的关系,研究中用到的分析方法有描述性统计分析、数据质量分析、相关性分析和回归分析。研究得出如下结论 一、基层员工, 自我效能 包含四个维度职业任务效能感、应激能力效能感、认知与发展效能感、身心调控效能感。 二、职业任务效能感变量与任务绩效之间存在线性回归关系, 但 与关系绩效不存在线性回归关系;应激能力效能感变量与任务绩效和关 系绩效之间不存在线性回归关系;认知与发展效能感变量与任务绩效之间存在线性回归关系,与关系绩效之间也存在线性回归关系;身心调控效能感与任务绩效之间存在线性回归关系,与关系绩效之间也存在线性回归关系; 三、员工 自我效能 与工作绩效 呈 正向关系 。即 在影响工作绩效的其他因素处于同一水平时, 自我效能 越高的基层员工,其工作绩效会越高。 关键词 基层员工; 自我效能 ; 工作绩效 万方数据IV Abstract Being one of the essential dimension of psychological capital, self-efficacy has drawn a wide range of attention from researchers from China and abroad. The purpose of this dissertation is to study the relationship between grass-roots employees’ self-efficacy and work perance. Empirical study has been used to learn about the relationship between self-efficacy of grass-roots employees and work perance. The analytical s that are used in this dissertation are descriptive statistical analysis, data quality analysis, correlation analysis and regression analysis. From the study results, we can draw conclusions as follows Firstly, self-efficacy of grass-roots employees contains four dimensions efficacy of occupational tasks, efficacy of external stimulus, efficacy of development and cognition and efficacy of physical and mental control. Secondly, there is a linear regression relationship between efficacy of occupational tasks and task perance, but there isn’t any linear regression relationship between efficacy of occupational tasks and contextual perance. There aren’t any linear regression relationships between efficacy of external stimulus and task perance or contextual perance. There is a linear regression relationship between efficacy of development and cognition and task perance or contextual perance. There also exits a linear regression relationship between efficacy of physical and mental control and task perance or contextual perance. Thirdly, there is a positive relationship between self-efficacy of grass-roots employees and their work perance. In other words, so long as other factors that influence work perance are at a same level, the higher the self-efficacy of grass-roots employees, the better the work perance. Key words grass-roots employees; self-efficacy; work perance 万方数据V Contents Acknowledgementsin Chinese ....................................................................I Acknowledgementsin English ....................................................................II Abstractin Chinese ..................................................................................... III Abstractin English ..................................................................................... IV Contents ......................................................................................................... V Chapter One Introduction ..............................................................................1 1.1 Research background ........................................................................................ 1 1.2 Objectives ......................................................................................................... 2 1.3 Significance ...................................................................................................... 3 1.3.1 Theoretical significance .......................................................................... 3 1.3.2 Practical significance .............................................................................. 3 1.4 Research content ............................................................................................................. 5 1.5 Research ................................................................................................ 6 1.6 Research framework .......................................................................................... 7 Chapter Two Literature review .................................................................................. 8 2.1 Self-efficacy ...................................................................................................... 8 2.1.1 Definition of self-efficacy ....................................................................... 8 2.1.2 Dimensions of self-efficacy .................................................................. 10 2.1.3 Role of self-efficacy .............................................................................. 12 2.2 Work perance........................................................................................... 13 2.2.1 Definition of work perance ........................................................... 14 2.2.2 Researches on work perance from home and abroad .................... 14 2.2.3 Factors affecting work perance ..................................................... 18 2.2.4 Dimensions of work perance ......................................................... 19 Chapter Three Research hypothesis .................................................................... 22 3.1 Research ideas ................................................................................................. 22 3.2 Research hypothesis ........................................................................................ 22 万方数据VI 3.2.1 Dimensions of self-efficacy positively correlated to task perance 22 3.2.2 Dimensions of self-efficacy positively correlated to contextual perance ................................................................................................... 23 3.2.3 Dimensions of self-efficacy positively correlated to dimensions of work perance ................................................................................................... 24 3.3 Design of the questionnaire ............................................................................ 24 3.3.1 Demographic variables ......................................................................... 25 3.3.2 Self-efficacy scale ................................................................................. 25 3.3.3 Scale of work perance ................................................................... 26 Chapter Four Empirical study ................................................................................. 28 4.1 of analysis used in the empirical study .............................................. 28 4.2 Sample description .......................................................................................... 30 4.3 Reliability and validity test of the questionnaire ............................................ 33 4.3.1 Reliability test ....................................................................................... 33 4.3.2 Validity test ........................................................................................... 33 4.4 Data analysis ................................................................................................... 34 4.4.1 Correlation analysis between self-efficacy and work perance ...... 34 4.4.2 Regression analysis between self-efficacy and work perance ...... 39 4.5 Discussion of the result ................................................................................... 46 Chapter Five Conclusion .......................................................................................... 51 5.1 Conclusions of the empirical study ................................................................. 51 5.2 Ways to improve self-efficacy ........................................................................ 52 5.3 Summary of current research and prospects for future research .................... 57 5.3.1 Innovation of this research .................................................................... 57 5.3.2 Shortage of this dissertation .................................................................. 58 5.3.3 Future research prospects ...................................................................... 59 References ..................................................................................................................... 60 Appendix 64 万方数据STUDY ON INFLUENCE OF GRASS-ROOTS EMPLOYEES’ SELF-EFFICACY ON WORK PERANCE 1 Chapter One Introduction 1.1 Research background The rapid development and uncertainty of science, technology, economy, politics and society has posed great challenges to the development of enterprises today. Despite these challenges, people have profoundly realized that the traditional resources mentioned above are no longer the unique factors that would support the sustainable development of human beings; neither would they support the sustainable development of work perances of enterprises. The reason is that degrees can be attained by study, experience can be achieved though practice, employees’ work ability can be surpassed, even some social resources can be copied and imitated. Researchers in the field of human resources and psychologists have turned their eyes at a more important but easily neglected field---psychological capital. Human resources and social capital are necessary resources to improve perance of enterprises, but the improvement of psychological capital allows employees to have better work behaviors and a positive attitude towards work that can improve employee productivity and physical and mental health, so as to improve employees’ work perance and create a unique competitive advantage in work. Tom Peters, an international management guru has once said that “the only resource that matters in an enterprise or career is human resources. Management is to fully develop your human resources in order to create good work perance”. His words points out the importance of human resources, and it is the most precious strategic resources. In fact, in the society where companies are abundant and completion is fierce, whether an enterprise can be successful or not largely depends on whether it can use the ability of its human resources to double the net profits of that enterprise. Being an cutive of many tasks, grass-roots employee is a vital part for the development of enterprises. 万方数据STUDY ON INFLUENCE OF GRASS-ROOTS EMPLOYEES’ SELF-EFFICACY ON WORK PERANCE 2 The management level has also realized that competition between enterprises is actually the competition between talents. Human capital emphasis on what you know, the social capital emphasis on who you know, but the psychological capital focus on who you really are. Self-efficacy is an important dimension of psychological capital. In recent years, self-efficacy has drawn more and more attention of researchers from home and aboard. Self-efficacy can motivate people to make their choices and also face up to the challenges by making good use of their own skills and advantages. Luthans has conducted a meta-analytical investigation Luthans, 2008, p.267 of 114 researches. In his research, he proves that there is a strong positive relationship between self-efficacy and work perance. We can draw a conclusion from previous researches that there is a positive relationship between self-efficacy and work perance. So the improvement of self-efficacy could not only improve employees’ work perance, it could also help improve the overall perance of the whole enterprises. Although many researches have been done in this field, few studies have studied the relationship between inner making and work perance from the aspect of psychological capital. By studying the relationship between self-efficacy and work perance of grass-roots employees, this dissertation is to help management level of enterprises realize the power of positive attitudes and stoning quality in them and the importance of grass-roots employees’ self-efficacy and what they can do to help improve perance. This dissertation also point out some advises for enterprises to make the most of self-efficacy of grass-roots employees and how to improve the overall quality of human resources. This dissertation also provides some brand new ways for corporations to re-develop their human resources. 1.2 Objectives The purpose of this dissertation is to study the relationship between grass-roots employees’ self-efficacy and work perance from the point of psychological capital by means of studying the relevant theoretical researches and research s. It is well wish that this dissertation could help people deepen the understanding of 万方数据STUDY ON INFLUENCE OF GRASS-ROOTS EMPLOYEES’ SELF-EFFICACY ON WORK PERANCE 3 psychological
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