【作者】 冯小东；

【导师】 许正良；

【作者基本信息】 吉林大学 ， 管理科学与工程， 2014， 博士

【副题名】基于社会交换理论以汽车产业一线生产员工为对象的研究

【摘要】 对于汽车制造产业而言，日益激烈的市场竞争加快了企业的柔性化进程。如何在强柔性制造背景下保持员工的高绩效水平是汽车制造企业需要研究的重要课题。本文以柔性制造为背景，以社会交换理论为理论基础，以汽车制造产业企业及其一线生产员工为研究对象，探索组织-员工交换的一般性理论模型，并实证检验组织支持与柔性员工绩效之间的关系。本文的具体研究过程和具体研究结论如下：首先，本文全面回顾社会交换理论，并对组织支持、组织归属感、组织敬畏感、组织公平性等文献进行综述。在此基础上，依据社会交换理论，按照组织支持行为→员工心态→员工行为的逻辑思路，分析组织给予员工各种支持行为涉及到的主体、内容、资源和行为模式，识别受组织支持行为影响的员工心态和员工行为，构建出一般性的组织-员工交换理论模型。这个模型涉及的员工心态变量包括归属感和敬畏感，同时这个模型是一个带反馈的闭合模型。然后，针对柔性制造背景下的制造系统整体特征及一线生产员工的新特征展开分析，形成柔性员工的行为要求和绩效要求，并依据组织-员工交换理论模型构建组织-柔性员工交换关系模型，并提出相关的关系假设。最后，运用调研数据对关系模型涉及到的变量和关系假设进行实证检验。通过实证研究发现柔性生产员工确实存在新的与刚性员工不同的绩效评估变量。针对柔性人员，控制型人员管理模式缺乏有效性，而支持型人员管理模式具有可靠的有效性。员工对组织的归属感和敬畏感是两个独立变量。组织给予柔性员工的强化性支持通过影响柔性员工的归属感，进而影响柔性员工的绩效。组织给予柔性员工的抑制性支持（主要是工作惩罚）通过影响柔性员工的敬畏感对员工绩效产生影响。组织公平在上述两个作用过程中起到很强的调节作用。更多还原

【Abstract】 For the automotive industry， increasing competition in the market accelerates the rateof enterprise’s flexibility growing. Under the background of strong flexible manufacturing，how to make employees keep high performance level is an important research subject.Considering the flexible manufacturing as the background， regarded the social exchangetheory as theoretical basis and the automobile manufacturing enterprises with their front lineproduction staff as object， this thesis mainly explore the general theory model research oforganization-employee exchange， then empirical test the relationship between theorganizational support and the performance of flexible employee.The specific research process and the specific research conclusion of this paper are asfollows：First of all， this paper comprehensively reviews the social exchange theory， andsummarizes the organizational support， organizational belonging， the sense of awe andorganizational justification. On this bases， according to social exchange theory and thelogic train of thought of organizational support behavior→employee mentality→employeebehavior， this paper analyzes the main body， content， resources and behavior patternsinvolved in all kinds of supportive behavior which organizations provide for employees，identify employee mentality and employee behavior influenced by organizational supportbehavior， build a generic theory model of organization-employee exchange which involvesemployee mentality variables including the sense of belonging and the sense of awe. At thesame time， this model is a closed model with feedback.After that， analyze the overall characteristics of manufacturing system and the newcharacteristics of first-line production staff under the background of flexible manufacture，form the behavior and performance requirements of flexible employees and according to thetheory model of organization-employee exchange construct the relationship model oforganization-flexible employee exchange， and put forward relevant relationship hypothesis.Finally， using the survey data test the variables and relationship assumptions involvedin the relationship model. Through the empirical study， we found that there is reliably anew variable performance evaluation of flexible production staff different with rigid staff.For flexible personnel， the personnel management mode of management-and-control typelacks of effectiveness， and the personnel management model of support type has reliableefficacy. The sense of belonging and the sense of awe which employees experience in the organization are two independent variables. By influencing the sense of belonging of flexibleemployees， the reinforcement support which the organization provide for flexibleemployees then further influences the performance of flexible employees. By influencing thesense of awe of flexible employees， the rejection support (mainly refers to workpunishment) of which the organization provides for flexible employees then further affectemployee performance. And organizational justice plays a strong regulatory role in theprocess of these two effects.更多还原