| 最近几年来，世界上的很多企业因为竞争开端实行各类员工支撑筹划，以包管公司在客户需求赓续进步的贸易情况中生计上去。企业之间竞争剧烈，在疾速变更的贸易情况中尽力进步本身的竞争力,是以对员工形成的额定的任务压力曾经不只仅是员工的小我成绩，而是成为一个作用公司竞争力的症结身分，这使得组织成员的义务和绩效遭到更多的压力。假如员工在压力下不克不及够施展本身的才能，就会形成人力资本的糟蹋，并终究招致公司竞争力的降低。是以要追求对于员工压力的有用治理战略。本研究目标是磨练在韩国公司中感知组织支撑对员工发明力的作用。研究任务压力（挑衅性和阻断性压力）对感知组织支撑和员工发明力之间关系的作用。研究有助于企业员工加重压力，进步员工发明力，从而进步组织临盆力。本研究的数据起源于对6个韩国公司，267名韩国员工的查询拜访。受查询拜访员工散布在6个公司（一个国有公司、三个平易近营公司、两个外商独资公司）里高层和下层。查询拜访问卷是从受访者的小我根本信息开端，由8个闭合成绩组成，免费韩语论文，分离有性别、婚姻状态、学历、职务、地点单元性质、员工人数、地点专业范畴、每周任务时光，开放成绩包含了年纪、总任务年限、在本单元的任务年限。另外，本查询拜访问卷还包含压力源、任务立场、沟通和立异才能、任务绩效、任务支撑。所得数据统计采取了SPSS20统计软件，韩语毕业论文，运用了描写统计剖析和条理回归法对假定停止磨练。本研究成果，感知组织支撑对员工的发明力呈正相干。另外，任务压力对感知组织支撑和员工发明力之间的关系呈调理感化。挑衅性压力对感知组织支撑和员工发明力之间的关系有正向感化，阻断性压力对感知组织支撑和员工发明力之间的关系有负向感化。基于这些成果，可以或许为人力资本治理的研究供给偏向和客不雅根据。 Abstract: In recent years, many companies in the world because of the competition beginning to implement all kinds of staff support planning, to ensure that enterprises in the customer demand rise ceaselessly trade living up. Keen competition among companies, in the fast changing situation of trade of efforts to improve their competitiveness is to task for employees rated pressure is not only once employee individual performance, but to become a affect the competitiveness of enterprises as the crux of the identity, which makes the organization member's obligations and performance have been more pressure into. If the employee can not be able to display their own talent, it will form a waste of human capital, and ultimately lead to the reduction of the competitiveness of enterprises. Is to pursue the effective management strategy on employee stress. The aim of this study is to test the impact of perceived organizational support on employee creativity in Korean companies. Working pressure (provocative and blocking pressure) on the relationship between perceived organizational support and employee creativity. Research helps employees increase pressure, improve employee creativity, so as to improve organizational productivity. The data from this study originated in the 6 South Korean companies, 267 South Korean staff inquiries. In 6 enterprises (a state-owned enterprise, three private enterprises, two foreign owned enterprises), the senior and the lower. A questionnaire survey is from respondents basic personal information beginning, composed of eight closed scores, separate gender, marital status, qualifications, duties, where the unit nature, number of employees, professional location category, weekly working time, open result contains age, total period of tasks, task years in this unit. In addition, the query visit questionnaire also contains stressors, task position, communication and innovation ability, task performance, mission support. SPSS20 statistical software was adopted to analyze the data and the method of descriptive statistics analysis and regression analysis was used to test the hypothesis. The results of this study, perceived organizational support for the employee's creativity is positively related. In addition, the relationship between task stress on perceived organizational support and employee creativity is conditioning. Provocative pressure on the relationship between perceived organizational support and employee creativity has a positive effect, blocking pressure on the relationship between perceived organizational support and employee creativity have negative effect. Based on these results, it can be for the study of human capital management supply bias and customer base. 目录: 摘要 4-5 Abstract 5-6 Chapter 1 Introduction 9-28 1.1 Background 9-10 1.2 Objective and Significance of the Study 10-11 1.2.1 Objective of the Study 10 1.2.2 Significance of the Study 10-11 1.3 Statement of the Problem 11 1.4 Literature Review 11-27 1.4.1 Perceived Organizational Support 11-16 1.4.2 Definition of Job Stress 16-24 1.4.3 Employees’ Creativity 24-27 1.5 Organization of the Study 27-28 Chapter 2 Theoretical Research Foundation and Hypothesis 28-40 2.1 Theory of Perceived Organizational Support on Employees’ Creativity 28-34 2.2 The Moderating Effects of Job Stress 34-38 2.3 Research Model 38 2.4 Summary 38-40 Chapter 3 Methodology and Results 40-51 3.1 Measures 40-41 3.2 Sample and Procedure 41-42 3.3 Results Analysis 42-49 3.3.1 Descriptive Analysis 42-45 3.3.2 Correlations Analysis 45 3.3.3 Testing of the Moderating Effects of Job Stress 45-49 3.4 Summary 49-51 Chapter 4 Discussion and Implications 51-56 4.1 Theoretical Contributions 51-52 4.2 Managerial Implications 52-54 4.3 Limitations and Future Directions 54-55 4.4 Summary 55-56 Conclusion 56-58 References 58-65 Publications 65-66 Appendix 66-71 Acknowledgement 71 |
