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工作疏离感正成为企业日益普遍的现象,同时也是西方学术界关注的热点。然而与西方相比,我国理论界对工作疏离感的研究相对较少,尤其缺乏对中国情境下企业员工工作疏离感的内涵结构及其影响作用的实证研究。因此,本研究在对国内外工作疏离感相关文献进行分析的基础上,通过质化研究和量化研究相结合的实证方法,探讨中国情景下企业员工的工作疏离感内涵结构及其对员工正面和负面工作行为的影响机理。本研究总计收集了全国8个城市1372名员工和管理者配对的调查问卷,统计分析结果表明:中国企业员工的工作疏离感与西方企业员工的工作疏离感在维度结构上存在明显差异,主要由工作任务疏离感、工作人际疏离感和工作环境疏离感三个维度构成,凸现中国企业工作情景的特殊性。同时,本研究结果表明员工的工作疏离感对其正反两方面的工作行为都有较强影响作用:工作疏离感显著地负向影响组织公民行为,显著地正向影响工作偏离行为。对此,本研究针对企业如何控制工作疏离感,促进员工的积极行为,减少其偏离行为,提供了具体的管理建议。
Job alienation is becoming an increasingly common phenomenon in enterprises, but also a hot spot in the western academic circles. However, compared with the western countries, there is relatively little research on the sense of alienation from work in China’s theoretical circles. In particular, there is a lack of empirical research on the connotation structure and its effect on the sense of alienation of employees in the Chinese context. Therefore, based on the analysis of the related literatures about alienation of work both at home and abroad, this study explores the connotation structure of alienation from work in China and its positive impact on employee’s positive Impact Mechanism of Negative Job Behavior. The study collected a total of 1372 employees and managers paired questionnaires in eight cities in China. The statistical analysis shows that there is a significant difference in the dimension structure between the sense of alienation of work by Chinese employees and that of western employees, The sense of alienation of work tasks, the sense of alienation from workplaces and the alienation from work environment, which shows the particularity of the work situations of Chinese enterprises. At the same time, the results of this study show that the sense of alienation of employees has a strong effect on both positive and negative work behaviors: the alienation of work significantly negatively affects the organizational citizenship behavior, and significantly positively influences the work deviation behavior. In this regard, this study provides specific management suggestions on how to control the sense of alienation of work, promote the positive behavior of employees and reduce their deviations.