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企业如何在既有的环境和资源约束下,抓住其可控制的最关键要素改善员工的工作态度具有重要现实意义。首先,通过访谈与文献结合的方法探索出我国情境下影响工作满意和组织承诺的六个因素(上级支持、业务流程、分配因素、员工参与、公司氛围、员工非工作满意度),并进行了量表开发。其次,通过对珠三角地区14家民营企业的390份有效问卷对这六个影响因素及工作满意和组织承诺共八个构念进行验证性因子分析,并进行结构建模。结果表明,员工工作满意度能有效预测组织承诺,员工参与对组织承诺有直接的影响作用,分配因素、业务流程、上级支持通过影响中介变量(工作满意)间接影响组织承诺;同时发现,非工作满意对工作满意和组织承诺均有直接的影响,但公司氛围对工作满意和组织忠诚度的影响并不显著。
Under the existing environment and resource constraints, it is of great practical significance for enterprises to seize the most crucial elements that can be controlled and improve their work attitude. First of all, six factors (superior support, business process, distribution factors, staff participation, company atmosphere, employee non-job satisfaction) affecting job satisfaction and organizational commitment in our country were explored through interviews and documents. Scale development. Secondly, through the valid questionnaire of 390 enterprises in 14 private enterprises in the Pearl River Delta Region, we carried out the confirmatory factor analysis on the six influencing factors and eight concepts of job satisfaction and organizational commitment, and conducted structural modeling. The results show that employee job satisfaction can effectively predict organizational commitment, staff participation has a direct impact on organizational commitment, distributional factors, business processes and superior support indirectly affect organizational commitment by affecting intermediary variables (job satisfaction); meanwhile, it is found that non-working Satisfaction has a direct impact on job satisfaction and organizational commitment, but the impact of the corporate climate on job satisfaction and organizational loyalty is insignificant.