組織政治知覺與員工滿意度的關(guān)系研究.pdf

1、目錄摘要.......................................................................................................................……3ABSTRACT......................................................................................

2、......................……41引言...........……“.........................................................……….................................……61.1研究背景...........................................................................

3、........................……61.2研究意義...................................................................................................……81.3研究假設(shè).............................................................................

4、......................……91.4研究方法及研究框架.............................................................................……112組織政治學(xué)的相關(guān)文獻綜述....................……132.1組織政治行為........................................................

5、..................……，.............……132.2組織政治知覺(POP)的概念...................................................................……172.3組織政治知覺的衡量..................................................................................

6、……183積極情感和集體效能……”....................................................……233.1積極情感(PA)的概念及衡量.......................................................................……233.2集體效能(CE)的概念及衡量......................................

7、................................……254工作滿意度........................................................................................................……264.1工作滿意度(JS)的概念.......................................................

8、........................……264.2工作滿意度的衡量.....................................................……，........……，..........……295研究方法...............................................................................................

9、.............……325.1關(guān)于假設(shè)......................................................................................................……325.2樣本信息...................................................................................

10、...................……355.3測量工具................................................……，.........................……396數(shù)據(jù)分析......................................................................……”..............................……

11、406.1信度分析......................................................................................................……406.2描述性分析.................................................................................................

12、……456.3相關(guān)分析..................................................................................……466.5方差分析和回歸分析..................................................................................……486.6假設(shè)小結(jié)..................

13、.................................................................................……547小結(jié)與討論.................................................................……”..............................……567.1研究的創(chuàng)新與不足................

14、....................................……567.2未來的研究方向........................................................……58參考文獻..........................................................................................................

15、.....……59附錄.....................................................................................……，...........................……62致謝........................................................................................

16、..............................……，“ABSTRACTWiththedeveloPmentoftheOrganizationalbehaviorreseareh，asonebranehofwhiehtheorganizationalPolitieshasbeeomeanewtoPieandoeeurredinthesightoftheresearehers，anditreeeivedmuehattentio

17、nbythePeoPle.ComParedwiththeresearehersintheabroad，theresearehaboutorganizationalPolities15stillonthePrimarystage，butthisdoesn，timPedetheimPtanceofthissubjeetinChina.Hence，onthebaseoftheachievementsbytheseholarsintheabro

18、ad，thescholarsinoureountrybegintodosomeemPiriealresearehonorganizationalPolities.Nomatterwhethertheorganization15fmalorinfmal，asasystematieinstitution，organization15madeuPofmanyPeoPlewiththeeommongoalandPursuit，theyaredi

19、videdwiththeworkandtaskintheorganization，andthenaehievetheassignments，andhelPtheorganizationgettheProfitatlast.Atthesametime，theorganizationhastodistributetheProfittothosePeoPlewhohasdevotedtheirfeetodoingthework.Butther

20、esourceoftheorganization15limited，WhiehmadethemembersoforganizationmaygetmoreProfitbytheirownmeans，andothersintheorganizationfaeingthesebehaviorwillhavetheiruniqueviewsintermsoftheirownworldvalue，andthentheywillfmtheirow

21、nfeelingaswellastheirthinking，whiehwillinflueneethejobsatisfaetion.Unstillnow，theresearehinourcountryhasfoeusedontheintroduetionoftheeoneePtionsofthePereePtionoforganizationPolitiesSeales(POPS)，theemPiriealreseareh15few.

22、Oureountryhasthehighorganizationaleharaeteristie，50dotheresearehabouttherelationshiPbetweenthePercePtionofOrganizationPolitiesjobsatisfactionofthestaffisverysignificant.Furthermore，staff，5Personalityandtheirbeliefontheir

23、organiZationinfluencetherelationshiPbetweenPOPandJS.Henee，thisartielewilldosomeresearehaboutthistoPicinwhiehPositiveAffeetandCollectiveEfficaeyareusedasthemoderators.ThisresearehseleetstheMBAstudentsinFudanUniversityasth

24、esamPle，andusesthequestionnairewhieh15madeuPofsalesusedmanytimesintheacademieeirelestoinvestigatethedataamongthem.Whenthedatahasbeeneolleeted，weusetheSPSStoanalyzethem，anddosomeeorrelationandregressionanalyses.Atlast，the

25、researehresultsshowthatPOP15negativerelatedwithJobSatisfaetion:thehigherthePositiveAffeetofthestaff，thenegativefunetionbetweenPOPandJS15weakandthesameineonsideringtheeolleetiveeffieaeyaswellastwomoderatevariablesarebeing