KT企业车间员工绩效关键因子的研究

发布时间：2018-05-06 17:12

本文选题：绩效 + 关键因子　；参考：《昆明理工大学》2017年硕士论文

【摘要】：绩效管理是人力资源管理的核心部分之一。深入分析构成员工绩效的关键因子有助于绩效评价方案的有效实施,构建合理的绩效评价体系,充分发挥绩效的作用,促进车间形成以绩效为导向的车间文化,提高员工的工作满意度和积极性,增强团队凝聚力,为企业的发展提供有力的支持。本文以绩效理论及相关理论等为理论基础,以KT企业线材车间作为实际研究背景,采用理论与实际相结合的方法,进行定性与定量分析。首先,对绩效的概念、绩效的结构进行了论述分析,阐述了绩效的相关理论,进而构建了员工绩效构成因素的评价概念模型。其次,通过问卷的编制和发放,对所收集数据运用统计软件SPSS19.0对问卷量表进行信度、效度的检验,证明了问卷的信度和效度良好。通过对相关变量进行相关分析、回归分析和探索性因子分析等分析。揭示了构成员工绩效因素的三维结构,即员工绩效结构主要由动机因素、行为因素和结果因素三个维度构成。其中,行为因素对员工绩效的影响最大,因子载荷为0.72;结果因素对员工绩效的影响次之,因子载荷为0.66;动机因素对员工绩效的影响最弱,因子载荷为0.58。动机因素由制度公平、成长机会、人际关系及个人需求四个关键因子构成;行为因素由亲组织行为、团结友善、学习行为三个关键因子构成;结果因素主要由结果应用一个关键因子构成。运用结构方程模型(SEM)AMOS17.0对构成绩效因素的维度进行验证性因子分析,通过路径分析等相关分析发现绩效构成因素各维度之间同时存在平行影响和交互影响的关系。通过研究分析,验证了员工工作满意度在员工绩效和绩效构成因素之间的中介作用。本论文旨在通过对实体企业线材车间员工绩效关键因子的研究,分析影响员工绩效的主要因素,对构建合理的绩效评价体系、充分发挥绩效的优势起到积极作用。提升员工的工作积极性和绩效评价实施的满意度,进而提升员工工作绩效,从而达到实现企业目标的目的。
[Abstract]:Performance management is one of the core parts of human resource management. Further analysis of the key factors of employee performance is helpful to the effective implementation of the performance evaluation scheme, the construction of a reasonable performance evaluation system, the full play of the role of performance, and the formation of a performance-oriented workshop culture in the workshop. Improve employee job satisfaction and enthusiasm, enhance team cohesion, and provide strong support for the development of the enterprise. Based on the theory of performance theory and related theories, this paper takes the wire workshop of KT enterprise as the background of practical research, and adopts the method of combining theory with practice to carry out qualitative and quantitative analysis. Firstly, the concept of performance and the structure of performance are discussed and analyzed, and the related theories of performance are expounded, and then the evaluation conceptual model of employee performance is constructed. Secondly, the reliability and validity of the questionnaire are tested by the statistical software SPSS19.0, which proves the reliability and validity of the questionnaire. By correlation analysis, regression analysis and exploratory factor analysis. This paper reveals the three-dimensional structure of employee performance factors, that is, employee performance structure mainly consists of three dimensions: motivation factor, behavior factor and result factor. Among them, behavioral factors have the biggest influence on employee performance, factor load is 0.72; result factor has the second influence on employee performance, factor load is 0.66; motivation factor has the weakest effect on employee performance, factor load is 0.58. Motivation factors consist of four key factors: institutional fairness, growth opportunities, interpersonal relationships and personal needs, and behavioral factors consist of three key factors: pro-organizational behavior, solidarity and friendliness, and learning behavior. The result factor is mainly composed of a key factor of result application. The structural equation model (SEMMOS 17.0) is used to verify the dimension of performance factors. Through the path analysis and other correlation analysis, it is found that there is a parallel and interactive relationship between the dimensions of performance factors at the same time. Through the research and analysis, the paper verifies the intermediary effect of employee job satisfaction on employee performance and performance components. The purpose of this paper is to analyze the main factors that affect the employee's performance through the study of the key factors of employee's performance in the wire shop of the entity enterprise, and play a positive role in constructing a reasonable performance evaluation system and giving full play to the advantage of the performance. Improve the employee's work enthusiasm and the satisfaction degree of the performance evaluation, and then improve the employee's work performance, so as to achieve the goal of the enterprise.
【学位授予单位】：昆明理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.32

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