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目前文献中对于组织变革理论的研究多集中在理论层面,且大多探讨其与相关结果变量的关系,而对工作压力与组织变革之间关系的研究成果甚少。通过434份机关及企业员工的问卷调查,本文试图探讨员工工作压力在组织变革中形成的内在机理理论模型,尤其是研究积极工作压力的产生路径以及挑战性工作要求与工作压力的关系。在初步研究基础上,利用SPSS软件验证了工作特征、工作压力、组织变革认知各概念的区分效度。回归分析结果表明,障碍性工作要求、工作资源分别与组织变革认知、积极工作压力、消极工作压力显著相关,挑战性工作要求与积极工作压力、消极工作压力显著相关,组织变革认知对障碍性工作要求与积极及消极工作压力的关系具有部分中介作用,组织变革认知对工作资源与积极及消极工作压力关系具有部分中介作用。
At present, most of the studies on organizational change theory in the literature focus on the theoretical level, and most of them discuss the relationship with the related outcome variables. However, there is little research on the relationship between job stress and organizational change. Through the questionnaire survey of 434 agencies and employees, this paper tries to explore the theoretical model of internal mechanism formed by employee’s work pressure in organizational change, especially the path of positive work pressure and the relationship between the challenging job requirements and work pressure. On the basis of the preliminary research, SPSS software was used to verify the discriminant validity of the concepts of job characteristics, job stress and organizational change cognition. The results of regression analysis showed that the requirements for obstruction work and work resources were significantly related to organizational change cognition, active work stress and negative work stress respectively. The requirements for challenging work were significantly related to positive work stress and negative work stress, and organizational change cognition to obstacles Sex job requirements and positive and negative working pressure relationship has a partial intermediary role, organizational change cognition on job resources and positive and negative working pressure relationship has a partial intermediary role.