CAJ | 학술논문

本文以湖南省10家大中型企业的251名员工作为研究样本,运用层次回归分析方法实证检验了在中国本土文化背景下组织变革认知对企业员工工作态度的影响及其作用机制。研究发现：组织变革认知对员工离职倾向有显著的正向影响,对员工工作满意度有显著的负向影响;组织信任在组织变革认知对员工工作满意度的影响过程中起完全中介作用,在组织变革认知对员工离职倾向的影响过程中起部分中介作用。以上研究结论对企业实施组织变革具有一定的指导价值。
본문이호남성10가대중형기업적251명원공작위연구양본,운용층차회귀분석방법실증검험료재중국본토문화배경하조직변혁인지대기업원공공작태도적영향급기작용궤제。연구발현：조직변혁인지대원공리직경향유현저적정향영향,대원공공작만의도유현저적부향영향;조직신임재조직변혁인지대원공공작만의도적영향과정중기완전중개작용,재조직변혁인지대원공리직경향적영향과정중기부분중개작용。이상연구결론대기업실시조직변혁구유일정적지도개치。
With 251 staff of 10 large and medium- sized enterprises in Hunan Province as the research sample, a positive research was performed on the effects of organization innovation recognition on employee work attitude under Chinese culture background and its possible mechanism with hierarchy regression analysis. The results showed that organization innovation recognition had a significant positive influence on employee turnover intention, but had a significant negative impact on employee job satisfaction. Further research showed that organization trust played a complete intermediary role in the influence of organization innovation recognition on job satisfaction, and acted as a partial intermediary role in the influence of organization innovation recognition on turnover intention. The above conclusion has a certain guiding value for enterprises to implement the organization innovation.