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Effects of Reporting Levels on Team Workers in New Business Sectors
Performance Improvement Quarterly Pub Date : 2016-01-01 , DOI: 10.1002/piq.21211
Vathsala Wickramasinghe

The literature provides evidence for the effects of number of reporting levels on employees’ attitudes and, in turn, their reactions to work and work context. However, little empirical attention has been paid to understand implications of the number of reporting levels on employees. This study investigated the differential effects of number of reporting levels on employees in teams in terms of opportunities for promotion, opportunities for lateral transfer, satisfaction with work environment, and team process. Survey methodology was used, and 281 respondents who fulfilled the selection criteria set for the study responded. To examine the hypothesized relationships, logistic regression was performed. The findings supported the hypothesis that employees perceive more opportunities for promotion when many reporting levels (three to five in the present study) exist. Further, the findings supported the hypothesis that employees perceive more satisfaction with the work environment when few reporting levels (two in the present study) exist.

中文翻译:

报告级别对新业务部门团队工作者的影响

文献提供了报告级别数量对员工态度的影响的证据,进而影响他们对工作和工作环境的反应。然而,很少有经验关注了解报告级别数量对员工的影响。本研究调查了报告级别数量对团队中员工在晋升机会、横向调动机会、工作环境满意度和团队流程方面的不同影响。使用了调查方法,281 名满足为研究设定的选择标准的受访者做出了回应。为了检查假设的关系,进行了逻辑回归。调查结果支持这样一种假设,即当存在多个报告级别(本研究中为三到五个)时,员工会感觉到更多的晋升机会。此外,研究结果支持这样一种假设,即当存在很少的报告级别(本研究中为两个)时,员工对工作环境的满意度更高。
更新日期:2016-01-01
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