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本文将出版集团工作人员心理受权与现代化管理方式中的心理授权、服务质量三者联系在一起构成研究模型。借用Fulford和Enz的心理受权三维度模型,通过Spreitzer的12个项目计量表验证了该模型运用的可行性。研究结果发现,培训对心理受权没有直接的正向影响;奖励对工作意义和个人影响力产生正向影响;授权方式对工作意义、工作能力和个人影响力产生正向影响。工作意义、工作能力、个人影响力对服务质量有显著的正向影响。
In this paper, the psychology empowerment of the publishing group staff and the psychological empowerment and quality of service in the modern management mode are combined to form a research model. By using Fulford and Enz psychometric model, the feasibility of the model was verified by Spreitzer’s 12 project meters. The findings show that training has no direct positive impact on psychological empowerment; rewards have a positive impact on the meaning of work and personal influence; and the mode of empowerment has a positive impact on work meaning, work ability and personal influence. The significance of work, working ability, personal influence have a significant positive impact on the quality of service.