泰国员工工作压力对角色内绩效的作用The influence of the staff working pressure on the role of Thailand 摘要:（摘要内容经过系统自动伪原创处理以避免复制，下载原文正常，内容请直接查看目录。） 跟着公司之间的竞争愈来愈剧烈，公司员工面对着史无前例的任务压力。压力是一种心思和身材状态，会作用一小我的临盆率、安康和任务质量。每一个组织都难以免任务压力成绩，有很多组织身分会招致任务压力的增长，好比脚色抵触、任务时光长等。简直一切的人都以为任务压力会作用员工的绩效和组织的有用性。然则其实不是一切的压力都对员工无害。依据起源的分歧，公司中存在两种压力源，挑衅性压力源和阻断性压力源。能否这两种分歧的压力源会对员工的脚色内绩效发生分歧的作用，泰语论文范文，这是个值得研究的成绩。另外，为了赞助员工有用地应对这两种分歧品种的压力源，公司常常会给员工更多的任务掌握。是以研究公司这类办法能否有用也很主要。在本研究中，我们提出了一个模子来论述挑衅性压力源和阻断性压力源是若何作用脚色内绩效的。而且研究了任务掌握在分歧压力源与脚色内绩效关系中的感化。我们查询拜访了泰国的6家公司，而且经由过程对这些数据的因子剖析和线性回归剖析来验证我们提出模子和假定。成果显示：挑衅性压力源对脚色内绩效有明显的正向感化；阻断性压力源对脚色内绩效有负向但不明显的作用；任务掌握可以调理挑衅性压力源与脚色内绩效之间的关系，但不克不及调理阻断性压力源与脚色内绩效之间的关系。最初，本研究指出，公司可以运用该研究成果来指点和制订人力资本筹划，并给出了进步员工脚色内绩效的一些建议。起首，有益于公司熟悉到分歧的任务压力源会招致分歧的成果。理论可以增长挑衅性压力源，泰语毕业论文，但应当削减阻断性压力源。另外，任务掌握可以赞助员工应对分歧的任务压力源，组织应当给员工恰当的任务掌握。 Abstract: With the competition between enterprises is becoming more and more intense, enterprise employees face the unprecedented task pressure. Stress is a state of mind and body, will affect a person's birth rate, Ankang quality and task. Every organization is difficult to avoid task performance pressure, many organizations element can bring about the growth of the stress task, like the role conflict, task time. Almost all of the people believe that the task force will affect the performance of the staff and the organization's usefulness. But in fact, not all of the pressure on employees harmless. On the basis of the origin of the differences, there are two kinds of pressure source enterprises, aggressive pressure source and blocking pressure source. Whether the two different sources of stress on employees' role performance differences, this is a worthy of research achievement. In addition, in order to help employees to effectively deal with these two kinds of different varieties of pressure sources, companies often give employees more tasks to master. It is to study the enterprise this kind of method can be used also very main. In this study, we propose a model to discuss the provocative pressure source and blocking pressure source is how to affect the role performance. But the task master relationship performance in different stressors and roles in action. We visited the 6 companies in Thailand, and through the process of these data factor analysis and linear regression analysis to verify our proposed model and assumptions. Results show that the provocative stressors on in role performance have obvious positive effect; blocking stressors on in role performance is negative to but not obvious effect; task mastery can regulate the relationship between provocative stressors and role performance, but cannot adjust blocking the relationship between stressors and role performance. Initially, this study pointed out that the enterprise can use the research results to guide and human capital planning, and gives to formulate some suggestions to improve employee role performance. First of all, it is beneficial for enterprises to be familiar with the differences of the task force will lead to different results. The theory of growth can be provocative stressors, but should be cut blocking pressure source. In addition, task mastery can help employees to cope with the different tasks of the source of the task, the organization should give employees the right task to master. 目录: 摘要 4-5 Abstract 5-6 Contents 7-9 Chapter 1 Introduction 9-22 1.1 Background 9-11 1.2 Objective and Significance of the Study 11 1.2.1 Objective of the Study 11 1.2.2 Significance of the Study 11 1.3 Literature Review 11-21 1.3.1 Definition of Stress 11-14 1.3.2 Types of Stress 14-15 1.3.3 Related Theories of Stress 15-20 1.3.4 Domestic and Overseas Related Research 20-21 1.4 Organization of the Study 21-22 Chapter 2 Theoretical Research Foundation and Hypotheses 22-37 2.1 Stress and Job Stress 22-26 2.2 Job Control 26-29 2.3 Job Stress Related to In-role Performance 29-33 2.4 Job Control Moderate Job Stress and In-role Performance 33-35 2.5 Research Model 35-36 2.6 Summary 36-37 Chapter 3 Methodology and Results 37-45 3.1 Measurement 37-39 3.2 Sample and Procedure 39-40 3.3 Results Analysis 40-44 3.3.1 Variable Reliability and Validity Analysis 40-41 3.3.2 Descriptive Statistics and Correlation Analysis of the Variables 41 3.3.3 Hypothesis Testing 41-44 3.4 Summary 44-45 Chapter 4 Discussion and Implications 45-52 4.1 Discussion 45-46 4.2 Theoretical Contributions 46-47 4.3 Managerial Implications 47-49 4.4 Research Limitations 49-50 4.5 Recommendation for Further Research 50-51 4.6 Summary 51-52 Conclusion 52-53 References 53-58 Appendix 58-64 Acknowledgements 64 |
