商业银行管理人员人格特质研究

发布时间：2018-05-06 00:23

本文选题：商业银行 + 人格特质　；参考：《武汉理工大学》2012年博士论文

【摘要】：21世纪随着商业银行科学定量管理水平的不断提升,知识型员工已经成为商业银行核心的人力资本,实现真正以人为本的管理理念需要商业银行建立与业务战略发展相匹配的人力资源战略,加强对具有竞争优势的管理人才和专业人才的研究和开发。人格特质的理论和工具近年来已经越来越多的被企业应用于人才的选拔、培养和管理中,针对于商业银行管理人员人格特质与岗位匹配和工作投入的研究可以更好地促进商业银行核心人才的开发与管理,对于提升人力资本的投资回报和实现银行战略非常具有价值。本文综合运用心理学、管理学、行为科学、组织行为学等理论重点就商业银行管理人员的人格特质与岗位匹配、工作投入关系的微观机理及模型展开深入研究,并通过案头调研、问卷调查、统计分析等研究方法,对商业银行岗位匹配和工作投入要素进行了信度、效度分析,提出了商业银行基于人格特质的岗位匹配和工作投入提升途径,并通过实际案例研究进行了验证。全文包括五部分,其主要内容如下： (1)关于DISC人格特质的基本理论。对DISC人格特质的特质类型、子特质、转换压力等进行了描绘和归纳,建构了商业银行管理人员人格特质分析的维度模型。 (2)关于商业银行管理人员人格特质区别的研究。对商业银行部门职能、岗位职责、岗位特性进行了分析,界定了8类管理人员的人格特质；通过问卷调查和统计分析对8类管理人员人格特质的共性和差异进行分析；并进一步分析岗位特性对于外在风格转换的影响因素,得出了对于8类管理人员人岗匹配有价值的结论。 (3)关于商业银行管理人员人格特质与工作匹配、工作投入研究。通过发放问卷及建立假设,运用回归分析方法建立了回归方程模型,探讨了人格特质对岗位匹配和工作投入的影响因素。通过探索性因素分析、验证性因素分析,对工作匹配度、工作投入度的测量量表进行了信度与效度检验。通过运用回归方程模型进行定量分析,提出了一些建议。 (4)关于商业银行基于人格特质岗位匹配和工作投入提升途径。提出了基于人格特质提升岗位匹配的有效途径和具体措施,包括建立优势特质评估机制和发展机制、建立绩效优秀人员的岗位特性模型、建立优势特质人才信息管理机制；提出了商业银行基于人格特质工作投入度提升的有效途径和具体措施,包括基于人格特质的人才开发和激励方式、导入教练提升优势人才的有效方式和创建优势人才发展环境的有效方式。 (5)关于商业银行基于人格特质的优势人才发展案例分析。选择中国信托商业银行作为案例,对其优势人才‘经营的战略目标、人才经营的变革、优势人才经营的模型、优势人才岗位配置流程以及优势人才机制和优势人才发展环境的创造进行了研究。
[Abstract]:In the 21st century, with the development of scientific quantitative management of commercial banks, knowledge workers have become the core human capital of commercial banks. To realize the real people-oriented management concept, it is necessary for commercial banks to establish a human resource strategy that matches the development of business strategy, and to strengthen the research and development of managerial and professional talents with competitive advantages. In recent years, the theory and tools of personality traits have been applied more and more by enterprises in the selection, cultivation and management of talents. The research on the personality characteristics of the managers of the commercial banks and the matching of positions and job involvement can better promote the development and management of the core talents of the commercial banks. It is of great value to enhance the return on investment of human capital and to realize the bank strategy. Based on the theories of psychology, management, behavioral science and organizational behavior, this paper focuses on the microcosmic mechanism and model of the relationship between managers' personality and position, job involvement, and so on. Through desk investigation, questionnaire investigation, statistical analysis and other research methods, this paper analyzes the reliability and validity of job matching and job engagement factors in commercial banks. This paper puts forward the ways of job matching and job engagement promotion based on personality traits in commercial banks, and verifies it by practical case study. The thesis consists of five parts, the main contents of which are as follows: 1) the basic theory of DISC personality traits. This paper describes and summarizes the trait types, sub-traits and transition pressures of DISC personality traits, and constructs a dimensional model for the analysis of personality traits of managers in commercial banks. Research on the difference of personality traits among managers of commercial banks. This paper analyzes the functions, job responsibilities and post characteristics of commercial bank departments, defines the personality traits of eight types of managers, and analyzes the commonness and difference of personality traits of eight types of managers through questionnaire survey and statistical analysis. Furthermore, it analyzes the influence factors of post characteristics on external style transformation, and draws a valuable conclusion for 8 types of managers. Research on personality traits and job matching of managers in commercial banks. By means of questionnaire and hypothesis, regression equation model was established by means of regression analysis, and the influencing factors of personality traits on post matching and job engagement were discussed. By exploratory factor analysis and confirmatory factor analysis, the reliability and validity of job matching scale and job engagement scale were tested. By using regression equation model to carry out quantitative analysis, some suggestions are put forward. (4) on the ways to promote the job matching and job engagement of commercial banks based on personality traits. The effective ways and concrete measures of post matching based on personality traits are put forward, including the establishment of evaluation mechanism and development mechanism of superiority trait, the establishment of post characteristic model of excellent performance personnel, and the establishment of information management mechanism of superior trait talents. This paper puts forward the effective ways and concrete measures to enhance the degree of work involvement based on personality traits in commercial banks, including the development and encouragement of talents based on personality traits. The effective way to introduce coaches to promote superior talents and to create an environment for the development of superior talents. 5) A case study on the development of superior talents based on personality traits in commercial banks. This paper chooses China Trust Commercial Bank as a case to analyze the strategic target of its superior talents' management, the reform of talent management, and the model of superior talent management. This paper studies the process of position allocation of superior talents, the mechanism of talents and the creation of development environment of superior talents.
【学位授予单位】：武汉理工大学
【学位级别】：博士
【学位授予年份】：2012
【分类号】：F832.2;B848

【引证文献】