留学生论文网源于英伦 服务世界 专业代写服务12年 <-- -->
当前位置: 首页 > 加拿大论文 >

在组织中员工对其选择的影响策略的满意度调查

时间:2016-05-22 13:39来源:www.liuxuelw.com 作者:留学生论文网 点击:
本研究的重点是员工的选择,在组织中的向上的影响策略,当涉及到员工满意度。
Abstract  摘要
 
本研究探讨了员工满意度与员工选择影响策略的关系。具体来说,作者有关员工满意度的子维度(工作条件、人际关系、组织承诺、工作压力)六最常用的影响策略(自信、交流、友好、向上的情趣,联盟,和合理性)。收集的数据,从中国煤炭企业在四月和可能2013。的200个管理的问卷调查,140人返回,给予约70%的回应率。结果表明,员工对组织的承诺与员工满意度呈正相关。员工压力水平呈正相关,其使用的自信,向上的吸引力,和交换。对该组织的承诺与交换负相关。理论和实践的影响进行了讨论。This study investigated the relationship between employee satisfaction and employees’ choice of upward influence tactics. Specifically, the author related sub-dimensions of employee satisfaction (working conditions, interpersonal relationships, commitment to organization, job stress) with six most commonly used upward influence tactics (assertiveness, exchange, friendliness, upward appeal, coalition, and rationality). Data were collected from a Chinese coal venture between April and May 2013. Out of the 200 administered questionnaires, 140 were returned, giving a response rate of approximately 70%. Results showed that employees’ commitment to the organization was positively related to employee satisfaction. Employees’ stress level was positively related to their use of assertiveness, upward appeal, and exchange. Commitment to the organization was negatively related to exchange. Theoretical and practical implications were discussed.  
 
Key words: Employee satisfaction; Upward influence tactics; Commitment; Job stress; Working conditions; Interpersonal relations 
                          
Executive Summary  执行摘要
 
Researchers’ attention recently focused on how employees use upward influence tactics (UITs) to influence the behavior of their superiors or leaders. This research focuses on employees’ choices of upward influence tactics in organizations when relate to the employee satisfaction. Therefore, in this study, the relationship between employee satisfaction and employees’ choice of upward influence tactics was examined. This research took place during April and August 2013 in a state-owned business in China. Data collection completed before the end of May, 2013.  An extensive literature review revealed that the upward influence tactics are sorted into eight dimensions: Assertiveness, Ingratiation, Rationality, Sanctions, Exchange of Benefits, Upward Appeal, Blocking, and Coalitions (Kipnis, 1980). In this research, the author chose six most commonly used upward influence tactics namely assertiveness, rationality, exchange, upward appeal friendliness and coalition to analyse the relationship between employee satisfaction and their choice of upward influence tactics. Hokey (2007) illustrated that employee satisfaction is influenced by four categories: demographic variables (i.e., gender ,age and educational level), occupational variables (i.e., skill level, experience and tenure), organizational variables (i.e., firm size, industry, job content and working environment) and individual variables (i.e., pay scale, job security, reward, advancement opportunity, job involvement and work ethic). This research paid much attention to some factors such as working conditions, interpersonal relations, job stress and commitment to exam the connection with employee satisfaction as well as the choice of upward influence tactics.  After illustrated the relevant literature, there were a problem statement and three research questions were created, covering the relationship between employee satisfaction and the choice of upward influence tactics.  The thesis research methodology is quantitative, whereby questionnaires were the chosen tool. Besides, in order to examine the relationship between employee satisfaction and their choice of upward influence tactics in organizations, the questionnaires was divided into two parts, one specified for independent variables: employee satisfaction and the other for dependent variables: the six upward influence tactics (assertiveness, ingratiation, rationality, exchange, upward appeal, and coalitions). The questionnaire had a rating system with a 1-7 scale measure rating from agree to disagree. In total, 200 questionnaires was handed out and 140 questionnaires were used which met a response rate of approximately 70%.   
The result of the data showed that commitment in the organization can strongly influence employee satisfaction. Furthermore, working conditions, interpersonal relations also had correlation with employee satisfaction. Another important finding of this study was that employees’ overall job satisfaction do not have any relationship with the choices of any single upward influence tactics such as assertiveness, friendliness, upward appeal, and rationality.  Nevertheless, the subsidiary of employee satisfaction namely job stress, commitment and working conditions have a directly relationship with some upward influence tactics. More specifically, job stress had the most significant connection with assertiveness, exchange, and upward appeal tactics compared with other variables. Besides, there was a directly positive connection between working conditions and assertiveness tactic. Commitment had a directly negative relationship with the choice of exchange upward influence tactic. (责任编辑:anne)
织梦二维码生成器
顶一下
(0)
0%
踩一下
(0)
0%
------分隔线----------------------------
发表评论
请自觉遵守互联网相关的政策法规,严禁发布色情、暴力、反动的言论。
评价:
栏目列表
推荐内容

Europe (24-hours)
EN:13917206902
china (24-hours)
CN:13917206902
在线客服团队
全天候24小时在线客服 QQ:1455780998

微信在线客服(24小时)

微信公众订阅号