【作者】 杨燕芳；

【导师】 杨百寅；

【作者基本信息】 清华大学 ， 工商管理， 2010， 硕士

【摘要】 随着知识经济的发展,企业需要对复杂的外部环境变化快速做出反应,企业管理呈现知识化、网络化、扁平化等特点,员工工作职责变得宽泛,工作内容难以界定,无法有效通过外在方式控制员工的工作行为,这就要求企业要更多地依靠员工自主性行为为企业创造竞争优势。目前越来越多的企业已经认识到这一点。这种自主性行为在西方文化背景下被定义为组织公民行为,由于文化背景的差异,在中国,这种自主性的行为被重新定义为组织主人翁氛围。组织主人翁氛围概念对中国管理实践与理论有着重要的意义,而要让它在管理理论与实践中发挥更大作用的前提是保证有一个有效的测量量表。基于此,本文通过定量研究方法对组织主人翁氛围测量量表的有效性进行验证,为今后开展组织主人翁氛围相关研究奠定基础。论文主要工作:(1)文献回顾。作者首先对西方文化背景下的组织公民行为相关研究进行了回顾,包括定义、结构、维度及作用、跨文化研究;其次对中国文化背景下的组织公民行为进行回顾;最后对组织主人翁氛围概念的相关研究进行回顾,包括提出背景、定义、维度。(2)对组织主人翁氛围测量量表有效性的验证。以128家企业的1131份问卷调查数据为基础,每家企业采用1名管理者与6-10名普通员工配对的方式,得到有效配对数据128套;运用SPSS及rwg公式进行了信度分析,通过验证性因子分析进行了验证了组织主人翁氛围六维度结构;采用相关系数分析验证了组织主人翁氛围聚合效度与区分效度;采用结构方程模型验证了组织主人翁氛围的预测效度。论文主要结论:(1)组织主人翁氛围测量量表具有很好的内部一致性信度与组内一致性信度;(2)组织主人翁氛围具有六维度结构,分别为敬业奉献、学习进取、帮助他人、人际和谐、忠诚正直、顾全大局。(3)组织主人翁氛围具有良好的区分效度,且对组织有效性、组织创新氛围存在显著的预测作用,因此,企业可以通过提高组织内主人翁氛围进而提高组织有效性以及组织创新氛围。更多还原

【Abstract】 As the development of knowledge economy, organizations need to respond quickly to the complicated and rapidly-changing external environment. Under this situation, organizations need to rely on more discretionary actions of employees to create competitive forces. This discretionary action is called organizational citizenship behavior (OCB) under Western culture, and because of different culture context, it is called organizational ownership climate (OOC) in China, which has lots of significance to management theory and practice. Making organizational ownership climate to play a more important role in management, we need to have a validity scale. As a result, this study tries to test the validation of existing scale of organizational ownership climate, hoping to provide a valid tool for the related research of OOC.The main work of this study: (1) Literature review, including related research about OCB and OOC. (2) Empirical research. Gathering data from 1131 employees of 128 organizations, we tested the validation of organizational ownership climate scale. Using SPSS and rwg formula, we tested the responsibility of the scale, using confirmatory factor analysis to test the six dimensions structure of OOC, using correlation analysis to confirm the convergent validity and discrimination validity of OOC, using structural equation model to test predictive validity of OOC.The main conclusions of the study: (1) Organizational ownership climate has good internal consistency and with-in group consistency. (2) Organizational ownership climate consists of six dimensions: learning and enterprising, dedicating to work, helping others, interpersonal harmony, loyalty and integrity, considering the interests of the whole. (3) OOC has good discrimination validity, and it has significant predictive effect for organizational performance and organizational innovative climate. Organizations can improve performance and organizational innovative climate through creating OOC.更多还原