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目的了解民航机务系统公民组织行为与员工安全行为之间的关系,为制定提高APS应用效果的措施提供依据。方法基于Farh五维度量表和CASAP方法,提出组织公民行为和员工安全行为的研究维度,假设前者对后者有显著的正向激励关系,统计分析与结构模型验证的方法,对二者的个体差异性进行分析,并对假设进行验证,确定公民组织行为与员工安全行为之间的关系。结果假设H01-H15的路径系数分别为.07,1.08,1.13,1.17,1.24,1.25,1.88,1.95,2.13,1.46,1.61,1.77,0.46,0.28,0.32;其中假设H01-H10以及H12-H15的P值均>0.05,假设成立;假设H11的P值<0.05,假设不成立。结论部门归属感对认为必需的培训正向激励作用不显著,人际关系对员工执行APS的责任感上也没有明显的正向影响。应当有针对性的系统认同机务员工组织员工行为在实施APS管理、提升单位安全绩效方面的作用;(激发正向的员工组织员工行为的相关措施和建议;重视青年员工的正向组织员工行为的激发工作;降低员工的组织员工行为的负面影响。
Objective To understand the relationship between civic organization behavior and employee safety behavior in civil aircraft maintenance system and provide basis for making measures to improve the application effect of APS. Methods Based on Farh five-dimension scale and CASAP method, this paper proposed the research dimensions of organizational citizenship behavior and employee safety behavior. Suppose the former has a significant positive incentive relationship with the latter, the statistical analysis and structural model verification methods, and the two individuals Analysis of differences, and to verify the hypothesis, to determine the relationship between the behavior of civic organizations and employee safety behavior. The results assume that the path coefficients of H01-H15 are respectively .07,1.08,1.13,1.17,1.24,1.25,1.88,1.95,2.13,1.46,1.61,1.77,0.46,0.28,0.32; assuming H01-H10 and H12-H15 The P values were> 0.05, the hypothesis holds; Suppose H11 P value <0.05, the assumption does not hold. Conclusion Departmental sense of belonging has no significant positive effect on training as positive stimulus, while interpersonal relationship has no obvious positive effect on employees’ responsibility to execute APS. Targeted systems should recognize the role of maintenance staff in organizing employee behavior in implementing APS management and improving unit safety performance; (Measures and suggestions to stimulate positive employee organization of employee behavior; and emphasis on the positive behavior of young employees in the organization of employee behavior Stimulate work; reduce the negative impact of employees’ organizational employee behavior.