信托行业知识型员工激励与员工满意度的关系研究

发布时间：2018-10-16 09:39

【摘要】：知识工作者既具有知识的人才，企业要保持健康稳健的发展，就必须通过管理找到知识的来源、传递和应用的过程，实现对知识的运用和提升，合理利用资源。现代金融业是知识经济时代的标志性行业之一，是一个技术密集型行业，对知识型人才的需求尤为突出。信托业作为现代金融业的重要细分行业，其核心员工最符合当前我国典型知识型员工特征，即文化水平高、独立自主、目标导明确、组织结构清晰、流动性强与竞争力大。知识型员工非常注重自我价值的实现,成就动机尤为强烈。因此，，信托公司应如何激励知识型员工，使他们留在公司并发挥出最大的价值，是信托行业的管理者们应该考虑的问题。本文首先阐述了各种激励理论并对知识型员工的概念进行了界定，接着对信托行业的特点、现状以及从业人员的激励现状进行了分析，并指出目前存在的问题，为结论的提出提供了依据。接下来，以激励理论为指导，借鉴学者们对知识型员工激励因素的研究成果，从薪酬福利、工作价值、个人成长、组织文化四个维度构建了信托知识型员工激励动态模型。采用文献研究法、调查问卷法、实证研究法、定量分析与定性分析结合法，对信托公司知识型员工进行访谈、发放调查问卷、并对得到的数据进行统计分析，得出最重要的激励因素分别为：职务晋升、工作成就感、职业生涯规划、领导素质和人际关系；薪酬福利、工作价值、个人成长和组织文化与信托业知识型员工满意度均存在较高水平的正相关关系；另外不同属性的知识型员工对于激励的需求和实际感受存在一定的差异。然后，对信托行业知识型员工激励提出了相关的对策和建议，对信托公司应如何激励知识型员工有一定的指导作用。最后，对本文的不足和进一步研究方向做了简要描述。
[Abstract]:The knowledge worker has the knowledge talented person, the enterprise wants to maintain the healthy and steady development, must through the management find the knowledge source, the transmission and the application process, realizes the use and the promotion to the knowledge, uses the resources reasonably. Modern financial industry is one of the iconic industries in the era of knowledge economy. As an important subdivision industry in modern financial industry, the core staff of the trust industry accord with the characteristics of typical knowledge workers in our country, that is, high education level, independence, clear goal, clear organizational structure, strong mobility and great competitiveness. Knowledge workers pay great attention to the realization of self-worth, especially the motivation of achievement. Therefore, how to motivate the knowledge workers to stay in the company and give full play to the maximum value is the problem that should be considered by the managers of the trust industry. This paper first expounds various incentive theories and defines the concept of knowledge workers, then analyzes the characteristics, current situation and incentive status of the trust industry, and points out the existing problems. It provides the basis for the conclusion. Then, under the guidance of incentive theory, this paper builds a dynamic model of trust knowledge employee motivation from four dimensions of salary and welfare, work value, personal growth and organizational culture. By using the methods of literature research, questionnaire, empirical research, quantitative analysis and qualitative analysis, the author interviews the knowledge workers of trust companies, issues questionnaires, and makes statistical analysis of the obtained data. The most important motivating factors are: job promotion, job achievement, career planning, leadership quality and interpersonal relationship, salary and welfare, work value, etc. There is a high level of positive correlation between personal growth and organizational culture and the satisfaction degree of knowledge workers in trust industry, and there are some differences between the demand for motivation and the actual feelings of knowledge workers with different attributes. Then, the paper puts forward some relevant countermeasures and suggestions on how to motivate the knowledge employees in trust industry, which has a certain guiding effect on how to motivate the knowledge workers in trust companies. Finally, the deficiency and further research direction of this paper are briefly described.
【学位授予单位】：云南财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.49

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