蒙古国制造业员工满意度研究

发布时间：2018-06-23 17:48

本文选题：员工满意度 + 工作价值观　；参考：《山东大学》2017年硕士论文

【摘要】：员工的满意度,不仅关系到员工自身的工作效能,还会影响到整个企业乃至整个行业的经营绩效。发展中国家制造业起步晚,员工管理粗放,加强对发展中员工满意度的研究,具有重要的理论意义和现实价值。本文在国内外研究的基础上,采用文献资料法、案例分析法、问卷调查法和实证研究法,从制造业和员工满意度的基本概念出发,以蒙古国为例,对其制造业发展情况进行了分析,构建了蒙古国制造业员工满意度测量体系,分析了蒙古国制造业员工满意度的影响因素,设计了蒙古国制造业员工满意度及其影响因素调查问卷;基于因子分析法,对蒙古国制造业员工满意度进行了评价;基于多元回归分析模型,对影响蒙古国制造业员工满意度进行实证研究,并针对性地提出了提升蒙古国制造业员工满意度的对策。通过本文的研究,有利于进一步丰富国内相关论题的研究,拓展国内关于制造业员工满意度研究的视域,为类似于蒙古国的发展中国家提升其制造业员工满意度提供借鉴和参考;有利于引导蒙古制造企业提升员工管理水平,促进蒙古制造企业乃至整个制造行业经营绩效的提升。通过本文的研究,主要得出如下结论:(1)蒙古制造业员工满意度评价结果显示,蒙古国制造业员工满意度介于"不满意"和"一般"之间。大部分蒙古国制造业员工满意度较低,而且差异不大。不同年龄、婚姻状况、受教育程度和家庭月收入的制造业员工,其满意度不存在统计学差异。不同岗位和企业属性的制造业员工,满意度存在统计学差异。生产人员和技术人员的工作环境和工作报酬要低于管理人员,其满意度方面也相对较低。食品与饮料生产、纺织品生产和焦炭和煤块生产企业等企业工作压力大,工作环境差,其员工满意度也比其他制造行业要低。(2)回归分析结果显示,在模型无控制变量和调节变量的情况下,除工作本身外,工作环境、工作报酬和职业发展会对员工满意度产生正向影响。工作回报的回归系数最大,对员工满意度的影响最大。各控制变量的系数显著性都大于0.05,并不显著,说明性别等控制变量对员工满意度的影响不大,这可能与蒙古国制造业员工满意度整体偏低,内部差异较小有关。调节模型显示,工作价值观会通过影响工作本身和工作回报来影响员工满意度,加入工作价值观这一调节变量后,工作本身对员工满意度的影响变得显著,影响系数也变大。组织文化会通过调节工作环境和职业发展来影响员工满意度。在组织文化的调节下,工作回报对员工满意度的影响被削弱,工作环境和职业发展对员工满意度的影响被增强。(3)提升蒙古国制造业员工满意度,必须完善蒙古国制造企业的薪酬体系,改善员工的工作环境,加强员工的培训和教育,强化员工工作价值的引导,强化组织文化的建设。
[Abstract]:Employee satisfaction not only relates to the efficiency of the employees themselves, but also affects the performance of the whole enterprise and even the whole industry. It is of great theoretical and practical value to strengthen the research on the satisfaction degree of developing employees because of the late start of manufacturing industry in developing countries and extensive staff management. Based on the research at home and abroad, this paper takes Mongolia as an example, based on the basic concepts of manufacturing and employee satisfaction, using the methods of literature, case analysis, questionnaire and empirical research. The development of manufacturing industry is analyzed, and the measurement system of employee satisfaction in manufacturing industry of Mongolia is constructed, and the influencing factors of employee satisfaction in manufacturing industry in Mongolia are analyzed. Based on the factor analysis, the satisfaction degree of Mongolian manufacturing employees was evaluated, and the multiple regression analysis model was used to evaluate the satisfaction degree of manufacturing workers in Mongolia. This paper makes an empirical study on the employee satisfaction of manufacturing industry in Mongolia, and puts forward some countermeasures to improve the employee satisfaction in manufacturing industry in Mongolia. Through the research of this paper, it is helpful to further enrich the domestic research on related topics and expand the perspective of domestic research on employee satisfaction in the manufacturing industry. It provides reference and reference for developing countries similar to Mongolia to improve their manufacturing employee satisfaction; it is helpful to guide Mongolian manufacturing enterprises to improve their staff management level and to promote the performance of Mongolian manufacturing enterprises and even the whole manufacturing industry. The main conclusions are as follows: (1) the evaluation results show that the satisfaction degree of manufacturing workers in Mongolia is between "unsatisfactory" and "general". Most Mongolian manufacturing workers are less satisfied, and the difference is small. There was no statistical difference in satisfaction of manufacturing workers with different ages, marital status, education level and monthly household income. The degree of satisfaction of manufacturing employees with different positions and enterprise attributes is statistically different. The working environment and remuneration of production and technical personnel are lower than those of managers, and their satisfaction is relatively low. Enterprises such as food and beverage production, textile production, coke and coal production enterprises have a high work pressure and a poor working environment, and their employee satisfaction is also lower than that of other manufacturing industries. (2) regression analysis shows that, When the model has no control variables and adjustment variables, except the work itself, the work environment, work compensation and career development will have a positive impact on employee satisfaction. The regression coefficient of work return is the largest and the effect on employee satisfaction is the biggest. The coefficients of each control variable were significantly higher than 0.05, which indicated that gender and other control variables had little effect on employee satisfaction, which might be related to the lower overall satisfaction of manufacturing workers in Mongolia and the smaller internal differences. The adjustment model shows that work values affect employee satisfaction by influencing the job itself and the work return. When the adjustment variable of work value is added, the influence of job itself on employee satisfaction becomes significant and the influence coefficient becomes larger. Organizational culture affects employee satisfaction by adjusting the work environment and career development. Under the adjustment of organizational culture, the impact of work return on employee satisfaction is weakened, and the impact of work environment and career development on employee satisfaction is enhanced. (3) improve the satisfaction of manufacturing workers in Mongolia. It is necessary to perfect the salary system of Mongolian manufacturing enterprises, improve the working environment of employees, strengthen the training and education of employees, strengthen the guidance of employees' work value, and strengthen the construction of organizational culture.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F414

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