The Influence Mechanism of Social Network on the Sense of Work Meaning of New Generation Employees

新生代员工社会网络对工作意义感的影响机制研究

Name: Wenshuang Wan

LCSH: Work -- Research

LCSH: Social networks -- Research

LCSH: Job relation -- Research

Abstract: 传统绩效的激励手段在新生代员工身上已经很难发挥作用，工作意义感成为驱动这个群体工作的重要因素。当前，新生代员工工作意义已经成为了组织行为学界的一个重要课题。与此同时，学术界在社会网络领域的丰硕研究成果已证实，社会网络的特点和人们在其中的位置不仅影响人们的观念和行为，也影响着人们的态度和选择，甚至对整个人生产生深远的影响，每个人都可以通过社会网络影响到更多的人。可以说，人类网络的结构和位置，决定着每个人的圈子、三观和选择。在这样的社会环境中，“新生代员工工作意义感受到哪些因素影响”？“它们如何发挥作用”？“社会网络对新生代员工工作意义感的影响主要有哪些”？“以个人为中心的社会网络是否像人们普遍感受到的那样，成为对新生代员工工作意义感塑造产生重要影响的因素”？正是源于对这些现实问题的兴趣和思考促使我选择本课题作为研究内容。 社会网络理论将社会网络视为一群人之间的关系结构，属性、关系和结构是其中三个重要概念。属性是指节点的性质和特征，关系是节点之间的连线，节点则可能是一个人、一个团体或者一个组织。新生代员工生活在社会网络之中，通过个体间的关系、动态的互动相互影响。本文基于对社会网络作用的思考，一方面基于社会网络理论，关注行动者、关系和网络这三个主要要素，一方面从社会网络结构维度入手，在“社会网络影响一职业认同一工作意义感塑造”间搭建合理框架来阐明社会网络中的结构和关系对新生代员工工作意义感塑造的作用机理，从而解答社会网络对新生代员工工作意义感的影响路径问题。本研究以自我决定理论为基础构建相应模型，遵循“刺激一转化一反应”这一基本模式，尝试解释：新生代员工社会网络对工作意义感塑造是否存在？如果存在，这种塑造是正向还是负向？又是通过何种内在机制发生作用？为了弄清这一问题，本研究引入职业认同作为中介变量，引入社会认同作为调节变量，构建有调节的中介模型，以深化作用机制的研究。 本文以新生代员工为研究对象，围绕近年来针对这一群体的问题研究和热点研究，选取合适的理论，将社会网络、职业认同、社会认同和工作意义感作为研究的主要构念，深入探究各构念之间的潜在联系及影响机制。采用理论与实证相结合的方法，以确保整个研究的科学性、规范性和严谨性，将定量与定性的研究方法运用到本研究中，同时注重理论与实际应用相结合的论证原则，以期获得更加准确的研究结果。本文的研究过程包括：首先，对相关理论基础和文献进行系统梳理和总结，以建立一个完整的理论模型，并提出合理的假设；第二，通过文献分析和深度访谈，为理论模型的研究提供科学的方法，以支撑本研究的实施。第三，找到相关量表，进行量表的修改与调研、访谈。通过预调查，检验研究中所涉及的各个变量的测量量表的科学性和合理性，并进行完善和优化。通过小样本预测，将社会网络、组织认同、社会认同、工作意义感等变量运用计量软件工具对编制的量表进行信度和效度检验和修正，并形成正式调查所需的问卷题项。第四，运用相关软件对数据进行社会网络分析、因子分析、结构方程分析、回归分析，对模型拟合情况的分析以及对各变量间假设关系的实证检验。第五，在讨论中对检验结果作进一步分析，综合对比相关研究和检验过程，证明研究结果的可靠性；同时，根据研究结果对组织管理者的相关管理活动提出对策和建议。最后，对研究结果进行梳理，指出研究中的不足，并就下一步的研究提出展望。

Abstract: The traditional incentive methods of performance have proven ineffective in motivating the new generation of employees. Instead, the sense of meaning in work has emerged as a crucial factor driving the productivity of this group. Currently, the sense of meaning in work among the new generation of employees has become a significant topic in the field of organizational behavior. Simultaneously, the prolific research achievements in the domain of social networks have confirmed that the characteristics of social networks and individuals' positions within them not only influence their perceptions and behaviors but also impact their attitudes, choices, and even their entire lives. Each person has the potential to influence more individuals through their social network connections. In essence, the structure and positioning within the human network determine one's social circle, perspectives, and decision-making. Given these real-world issues, I have chosen this topic for research, driven by my interest and contemplation. Social network theory regards social networks as a structure of relationships among people, where attributes, relationships, and structures are three crucial concepts. Attributes refer to the characteristics and features of nodes, while relationships represent the connections between nodes. These nodes could be individuals, groups, or organizations. The new generation of employees live within social networks, mutually influencing one another through interactions. Based on this understanding of the role of social networks, this study focuses on three primary elements: actors, relationships, and networks, drawing upon social network theory. Additionally, the study examines the role of social network structure and relationships in shaping the sense of meaning in work among the new generation of employees. This aims to address the question of how social networks influence the sense of meaning in work in this specific group. The study employs the self-determination theory as the foundation to construct a model following the "stimulus-transform-response" basic pattern. It attempts to explain whether there is a causal relationship between the social networks of the new generation of employees and their sense of meaning in work. If such a relationship exists, does it have a positive or negative impact? Furthermore, the study explores the underlying mechanisms through which this influence occurs. Therefore, professional identity and social identity are introduced as mediating factors, and social network centrality as a moderating factor, to construct a moderated mediation model and delve into the mechanisms at play. The study focuses on the new generation of employees, encompassing current issues related to this group. It selects appropriate theoretical frameworks and considers social networks, professional identity, social identity, and the sense of meaning in work as the main constructs. The study endeavors to explore the latent connections and influence mechanisms among these constructs. To ensure a rigorous and scientific approach, the study combines theoretical research with empirical research. It adheres to the principle of integrating normative and empirical research, employing both quantitative and qualitative methods while maintaining a balance between theoretical and practical application. The research process consists of several steps: Firstly, a systematic review and summary of the theoretical basis and relevant literature are conducted to establish a comprehensive theoretical model. Second, based on literature analysis and in-depth interviews, a theoretical model is proposed. Third, the study identifies relevant scales, modifies and conducts research through interviews. The validity and reliability of the measurement scales for social networks, organizational identity, social identity, and the sense of meaning in work are tested through pre-survey assessments. This process leads to the formulation of questionnaire items for the formal investigation. Fourth, various software tools are utilized for social network analysis, factor analysis, structural equation analysis, model fitting, and empirical testing of hypothesis relationships between variables. Fifth, the research findings are discussed, and based on theoretical and empirical findings, suggestions and recommendations are provided for organizational managers regarding relevant management activities. Additionally, the study highlights any shortcomings and outlines future research prospects.

Dhurakij Pundit University. Learning Center and Library.

Address: BANGKOK

Email: library@dpu.ac.th

Name: Han Zhang

Role: Principal Supervisor

Modified: 2567-07-18

Created: 2022

Issued: 2024-07-17

วิทยานิพนธ์/Thesis

application/pdf

chi

DegreeName: Doctorate of Business Administration (DBA)

Level: Doctoral Degree

Descipline: Business Administration

Grantor: Dhurakij Pundit University

©copyrights มหาวิทยาลัยธุรกิจบัณฑิตย์

ลำดับที่.	ชื่อแฟ้มข้อมูล	ขนาดแฟ้มข้อมูล	จำนวนเข้าถึง	วัน-เวลาเข้าถึงล่าสุด
1	Wenshuang.Wan.pdf	4.17 MB

ใช้เวลา

0.249337 วินาที