【作者】 何波；

【导师】 安海忠；

【作者基本信息】 中国地质大学（北京） ， 管理科学与工程， 2014， 博士

【摘要】 经理人的压力是影响其工作满意度的重要因素之一，也是管理学界关注的重要问题之一。在众多压力源中，角色压力是中国经理人最主要的压力来源。国内外现有的研究对企业经理人角色压力的前因和后果进行了有益的解释，指出了角色压力与消极的工作状态有关。但是，对角色压力传导向消极工作态度的作用机制研究尚有待进一步完善。民营企业因其数量众多、规模偏小、管理体系不规范、外部融资困难等特征而面临更为激烈的市场竞争，其经理人角色压力尤为突出。针对民营企业经理人角色压力和工作状态之间关系的研究对于解释角色压力中介机制具有重要的理论建构意义，更有利于提高经理人的工作满意度。本文力图解决民营企业经理人角色压力是如何影响其工作满意度这一科学问题。文章主体分为四个部分。首先，通过文献综述，梳理了中国经理人及角色压力的研究现状，明确以民营企业的经理人和企业主为研究对象。其次，以角色情节理论和组织支持感理论为基础构建经理人角色压力与情绪、工作满意度和企业主对经理人角色压力认知关系的研究模型。再次，基于文献构建角色压力、情绪和工作满意度等基础变量，并检验其量表的信度和效度。组织问卷调查获取了92家民营企业数据。最后，从企业主和经理人双方的角度，分析经理人角色压力与工作满意度变量之间的相互关系，验证了情绪对于角色压力作用于工作满意度的过程的调节的中介影响。研究结果表明：（1）角色压力对经理人工作满意度具有显著负向影响；（2）基于情绪二元观点，情绪在经理人角色压力与工作满意度之间具有中介作用；（3）基于组织支持感理论，企业主对经理人角色压力的认知对经理人的角色压力和情绪具有调节作用；（4）基于角色赋予者和接收者双方的视角，情绪对于角色压力作用于工作满意度的过程具有调节的中介影响。基于以上结果，本文提出如下建议：（1）重视并采取措施缓解经理人的角色压力是解决经理人满意度问题的重要手段；（2）干预消极情绪、提升积极情绪是提高经理人满意度的有效方法；（3）应该关注企业主对经理人角色压力的认知；（4）让经理人拥有正能量是经理人应对角色负荷的关键；（5）经理人对自己角色清晰程度的认知更依赖自己的感受和判断。更多还原

【Abstract】 Role stress is one of the important influence factors of job satisfaction ofmanagers，and also is the important problems of management research. Role stress isthe important sources of stress. Although many studies discover that role stress isrelated to negative working conditions， there is still room for improvement.The private enterprises are numerous， small scale and external financingdifficulties， which management system is not standard.Therefore the stress role ofthe managers is Serious. This research has theoretical significance in revealing themediation mechanism of role stress， the so called black box； and it is also ofsignificance in determining the effect boundary of role stress； it also providesguidance for achieving the management practice of mutual benefit and cooperationbetween private enterprise owners and managers in China.The science problem is the relationship between the stress role of mangers andthe job satisfactory.The research has four parts. Firstly， we combed through manyarticles for the current situation of the stess role of managers. Secondly， based onAffective Events Theory， and Organizational Support Theory， it construct atheoretical model.Thirdly， through the revision to the scale of role stress， affect，and job satisfactory based on the literature research it finally forms thequestionnaire.After the empirical investigation and study from92private enterprisesin China， results show that the questionnaire has good reliability and validity.Finally， it evaluates the mediation effect of positive and negative mood， and themoderating effect of enterprise owner’s perception of manager’s role stress on theabove mentioned relationship.The results are as follows:（1） Role stress will negatively affect managers’jobsatisfaction；（2） Mood （including positive and negative mood） mediate betweenrole stress and job satisfaction；（3）the relationship between role stress and mood ofmanager will be moderated by enterprise owner’s perception of manager’s role stress，（4） The higher enterprise owner thinks manager’s role stress is， the stronger the negative correlation between manager’s role stress and mood is； enterprise ownerthinks the higher manager’s role stress is， the stronger mood mediates therelationship between manager’s role stress and job satisfaction.Based on the results the main conclusions are as follows:（1） Organizationshould adopt various measures to cope with role stress to improve the jobsatisfactory；（2） One way to increase manager’s job satisfaction is to improve hispositive mood；（3） Pay close attention to the owner’s perception of manager’s rolestress；（4） One way to increase manager’s positive mood is to improve his stressload；（5） The perception of the work role to the managers themselves depend ontheir own feelings and judgment.更多还原