【作者】 曹国兴；

【导师】 王玉珅；

【作者基本信息】 哈尔滨工程大学 ， 应用心理学， 2009， 硕士

【摘要】 近年来,随着人力资源领域的发展,人们越来越关注心理学在人力资源管理中的应用,越来越多的心理学理论运用到人力资源管理领域,比如说对心理契约,组织承诺的研究。最近,对职业承诺的研究成为研究人们对职业态度的一个重要指标。为了探索本土化职业承诺结构,本文在参阅国内外相关资料的基础上,对职业承诺的结构进行研究。经过初试问卷、预试问卷和正式问卷三个步骤的研究,最终得到了基于本地区的职业承诺结构模型。在职业承诺研究的基础上,又探讨了人格对工作绩效的影响因素研究,在本论文中,主要是将职业承诺做为影响人格和工作绩效的中介变量来进行研究。本研究的目的是确定企业员工的职业承诺结构,编制量表,并探讨人格、职业承诺和工作绩效三者内部的相互关系。采用访谈法、问卷调查法采集数据,用SPSS13.0软件对数据进行项目分析、t检验、方差分析、探索性因素分析,用AMOS16.0进行结构方程模型的建立和修正,得到以下结论：(1)职业承诺由四维度组成即情感承诺、机会承诺、代价承诺和规范承诺。(2)在本研究中并没有发现理想承诺这个维度；而且代价承诺也没有必要划分出经济代价承诺和情感代价承诺。(3)职业承诺做为人格和工作绩效的中介变量而存在。(4)在具体维度中介变量的研究中,共发现了4个部分中介效应,分别是：情感承诺在责任性和工作奉献中的中介效应；规范承诺在责任性和工作奉献中的中介效应；规范承诺在责任性和任务绩效中的中介效应；规范承诺在责任性和人际促进中的中介效应。(5)四个完全中介效应,分别是：情感承诺在情绪敏感性和工作奉献中的中介效应；机会承诺在情绪敏感性和工作奉献中的中介效应；情感承诺在外向性和工作奉献中的中介效应；情感承诺在亲和性和工作奉献中的中介效应。(6)对调节变量的研究。在本研究中亦对其进行了相关的检验,结果发现并不显著,这样就证明了职业承诺可能并不是人格和工作绩效的调节变量。本研究对企业建立员工培训体系、制定员工职业生涯管理政策和薪酬制度等现代人力资源管理,有一定的理论价值和实践意义。更多还原

【Abstract】 In recent years, with developments in the field of human resources, there is a growing attention about the psychology of human resources management, more and more use psychological theory to the field of human resources management, for example, on the psychological contract, organizational commitment research. Recently, studies of occupational commitment for studying people’s professional attitude as an important indicator.In order to explore the structure of the localization occupational commitment, in this paper refer to the relevant information at home and abroad on the basis of the structure of occupational commitment to research. After initial questionnaire, the pretest questionnaire and a formal three-step questionnaire study, eventually to be based on the basic research, but also of personality on job performance factors studied in this thesis, the major occupational commitment is to serve as the impact of personality and job performance variables to study mediator.The purpose of this research was to confirm the structure of occupational commitment, work out scales, and to explore the personality, occupational commitment and job performance of the internal relationship among the three.Using interview and questionnaire investigation method, utilize SPSS12.0 and AMOS16.0,etc to analyze the data, following conclusions was founded:(1)Occupation commitment from the four-dimensional composition that is:affective commitment,opportunities commitment, the cost of commitment and normative commitment.(2)At present,the study did not find the ideal commitment to this dimension; and the cost of commitment there is no need for division of the economic costs of commitment and emotional costs of commitment.(3)Occupational commitment is a mediator beteween the personality and job performance.(4) At the specific dimension of the mediator variable study, four parts of the mediator effect were founded:effective commitment and job duty at dedication of the mediator effect; normative commitment and job duty at dedication of the mediator effect; normative commitment and job duty at dedication of the mediator effect; normative commitment and duty at a time when people promote the mediator effect.(5)Four fully mediator effect, respectively are:affective commitment at emotional sensitivity and dedication in the work of the mediator effect; opportunities commitment to emotional sensitivity and the job dedication of the mediator effect; affective commitment and job dedication extraversion at the mediator effect; affective commitment and job dedication in the affinity of the mediator effect。(6)Research on the moderator. In the present study is also carried out the relevant tests, was found not significant, so that it proves occupational commitment is not a moderator between the personality and job performance.The survey of this thesis shall offer certain theoretical value and actual significance to the modem human resources managenment,such as in establishing the training system on employees,the career management polichy,salary system,etc, it must have the theoretical value and practical significance.更多还原