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目前,工作设计(转变工作方式)主要有两种方法,一种是公司领导自上而下对工作的具体过程进行干预,另一种是员工自下而上积极地改变自己的工作内容。自上而下这种工作方法在一定程度上限制了员工创造力的发挥,而自下而上的工作方法由于工作岗位的限制,他们只得更换自己的工作。根据最近对特别条款的研究,员工可以通过和雇主商议,制定具有个性化特点的工作内容,这种改变工作内容的方法被看做是第三种能够转变工作方式的方法。为了研究特别条款,美国和德国分别对其进行了假设检验,并采用结构方程模型对其进行测试。测试结果显示:“雇主——员工”谈判成功与特别条款的关联度呈正相关,在高度的复杂性、控制以及低压条件下,“雇主——员工”谈判成功与工作特征的关联度呈正相关。工作特征调节了特别条款中对个人首创精神和工作投入的影响,特别条款被拒绝的部分和工作特征的关联度呈负相关。最后,为了更好的通过特别条款实施对工作方式的转变,本文分别对其理论意义、现实意义和研究意义进行了讨论。
At present, there are mainly two approaches to work design (change in working methods). One is that the company’s leaders intervene from the top to the bottom of the work process, and the other is that employees actively change their work content from the bottom up. This way of working from top to bottom limits the creativity of employees to a certain extent. Because of the bottom-up approach, they have to change their jobs because of job restrictions. According to a recent study of special terms, employees can negotiate with employers to develop work content with individual characteristics. This method of changing work content is seen as the third way to change the working style. In order to study the special provisions, the United States and Germany respectively tested their hypotheses and tested them using the structural equation model. The test results show that: “Employer-employee ” negotiation is positively related to the degree of association with special clauses. Under a high degree of complexity, control, and low pressure, “employee-employee ” negotiation success is associated with job characteristics. The degree is positively correlated. The job characteristics regulate the influence of the special clauses on personal initiative and work commitment, and the rejection of special clauses is negatively correlated with the relevance of work characteristics. Finally, in order to better implement the transformation of working methods through special provisions, this article discusses its theoretical significance, practical significance and research significance.