工作部门情境下变革型领导对员工进谏行为的影响关系研究

管理学硕士学位论文工作不满情境下变革型领导对员工进谏行为的影响研究河北工程大学2013年4月分类号：密级：UDC：单位代码：10076管理学硕士学位论文工作不满情境下变革型领导对员工进谏行为的影响研究作者姓名：李忠利指导教师：杨金廷教授申请学位级别：管理学硕士学科专业：企业管理所在单位：经济管理学院授予学位单位：河北工程大学ADissertationSubmittedtoHebeiUniversityofEngineeringFortheAcademicDegreeofMasterofManagementStudyoftheEffectofTransformationalLeadershiponVoiceBehaviorintheJobDissatisfactionSituationCandidate：LiZhongliSupervisor：Prof.YangJintingAcademicDegreeAppliedfor：MasterofManagementSpecialty：EnterpriseManagementCollege/Department：SchoolofEconomicsandManagementHebeiUniversityofEngineeringApril,2013独创性声明本人郑重声明：所呈交的学位论文，是本人在导师的指导下，独立进行研究工作所取得的成果。除文中已经注明引用的内容外，本论文不含任何其他个人或集体已经发表或撰写过的研究成果，也不包含为获得河北工程大学或其他教育机构的学位或证书而使用过的材料。对本文的研究做出重要贡献的个人和集体，均已在论文中作了明确的说明并表示了谢意。本人完全意识到本声明的法律结果由本人承担。学位论文作者签名：签字日期：年月日学位论文版权使用授权书本学位论文作者完全了解河北工程大学有关保留、使用学位论文的规定。特授权河北工程大学可以将学位论文的全部或部分内容编入有关数据库进行检索，并采用影印、缩印或扫描等复制手段保存、汇编以供查阅和借阅。同意学校向国家有关部门或机构送交论文的复印件和电子文档。（保密的学位论文在解密后适用本授权说明）学位论文作者签名：签字日期：年月日导师签名：签字日期：年月日摘要I摘要工作满意度因被看成影响工作绩效的重要变量而被广泛关注，但其反向概念——工作不满却一直被当成阻碍绩效提升的变量而研究甚少。国外相关研究已表明，在一定条件下，工作不满可以促进员工进谏行为的产生，进而提升组织绩效。本文运用实证研究方法，探讨了变革型领导、持续承诺和组织支持感受在工作不满情景下对员工进谏行为的影响关系和路径。本文的研究框架共分为三个部分，首先进行文献综述，在此基础上构建理论基础和研究模型；然后进行问卷调查，收集问卷。通过AMOS、SPSS等软件进行相关数据的统计和分析，对假设进行验证；最后对结果进行讨论，得出最终结论，并总结研究的不足和展望未来的研究方向。通过本文，得出以下具体结论：（1）工作不满情境下员工的进谏行为可划分为创新型进谏和适应型进谏两个维度。（2）工作不满、持续承诺和变革型领导交互作用影响员工进谏行为，在高持续承诺和变革型领导的情形下，工作不满与员工进谏行为有显著正向关系；同时，工作不满、持续承诺和组织支持感受交互作用影响员工进谏行，在高持续承诺和组织支持感受的情形下，员工工作不满与员工进谏行为有显著正向关系。（3）变革型领导对创新型进谏行为有显著正向影响，同时，对适应型进谏行为也有显著正向影响。（4）持续承诺对创新型进谏行为有显著正向影响，同时，对适应型进谏行为也有显著正向影响。（5）组织支持感受对创新型进谏行为有显著正向影响，同时，对适应型进谏行为也有显著正向影响。（6）组织支持感受在变革型领导对员工创新型进谏行为的影响过程中起到完全中介作用，而在变革型领导对员工适应型进谏行为的影响过程中起到完全中介作用。关键词：工作不满；进谏行为；变革型领导；持续承诺；组织支持感受AbstractIIAbstractAlthoughhasnotbeensupportedbyempiricalresearch,itiscommonopinionsthatjobsatisfactioncanleadtobetterperformanceforbothindividualandorganizations.However,manyforeignresearchsfocuseontheconditionsunderwhichjobdissatisfactionwillresultinemployee’svoicebehavior,andpromoteorganizations’performance.Theresearchusedtheempiricalresearchtoexploretheinfluentialmechanismoftransformationalleadershipandcontinuancecommitmentandorganizationalsupportonemployee’svoicebehavior.Thispaperhasthreeparts.Thefirstoneisliteraturereviewandwedevelopourtheoreticalmodelandhypotheses.Afterthat,wegaveoutandcollectequestionnaires.AMOSandSPSSareusedtoanalyzethedata.Basedontheresults,wetestandverifythehypotheses.Wewillshowtheresultsandhavediscussionaboutthem.Finally,theshortagesaresummarizedandsomesuggestionsaboutthefutureresearcharegiven.Theresultsareshowedasfollowed:(1)Voicebehaviorconsistedofadaptionvoicebehaviorandinnovationvoicebehavior.(2)Employee’sjobdissatisfaction,togetherwithcontinuancecommitment,transformationalleadership,andorganizationalsupportwouldleadtoemployee’svoicebehavior.(3)Transformationalleadershippredictedemployeeinnovationvoicebehavioraswelladaptionvoicebehaviorsignificantly.(4)Continuancecommitmentpredictedemployeeinnovationvoicebehavioraswelladaptionvoicebehaviorsignificantly.(5)Organizationalsupportpredictedemployeeinnovationvoicebehavioraswelladaptionvoicebehaviorsignificantly.(6)Organizationalsupportcancompletelymediatetherelationshipbetweentransformationalleadershipandinnovationvoicebehavior,andpartiallymediatetherelationshipbetweentransformationalleadershipandadaptionvoicebehavior.Keywords:jobdissatisfaction;voicebehavior;transformationalleadership;continuancecommitment;organizationalsupporttheory目录I目录摘要································································································IAbstract·····························································································II第1章绪论······················································································11.1研究背景··················································································11.2研究问题的提出·········································································21.3研究方法与研究内容···································································31.3.1研究方法··········································································31.3.2研究内容··········································································3第2章文献综述···············································································252.1工作不满与员工的行为反应·························································252.1.1工作不满的定义································································252.1.2工作不满与员工行为模型····················································252.2进谏行为·················································································272.2.1进谏行为的定义································································272.2.2进谏行为的结构································································292.2.3工作不满与员工进谏行为····················································302.3变革型领导··············································································352.3.1变革型领导的定义·····························································352.3.2变革型领导的维度·····························································372.3.3变革型领导的测量··········