商业银行组织气候对员工工作投入影响的实证研究

发布时间：2018-08-25 07:26

【摘要】：商业银行作为我国现代服务业的重要组成部分，相较于传统服务业，商业银行有其自身的特点，面对金融市场激励的竞争环境，我国商业银行提高自身竞争力的关键就在于人才管理，尤其是一线员工的管理。工作投入是员工工作的一种积极态度，如何增加员工对工作的投入，提高顾客满意度，将直接影响商业银行的发展。组织气候的研究可以追溯到上世纪60年代，是西方学者研究的热点课题，纵观组织气候的研究文献不难发现，关于组织气候的定义众说纷纭，至今尚未形成统一定论。由于组织气候能被员工感知，且对员工工作态度产生影响，并进一步的影响组织绩效。因此，本文结合组织气候和工作投入以往研究文献，根据中国当代的文化背景，探讨商业银行的组织气候，并讨论其对员工工作投入的影响作用。本文理论与实践相结合，以商业银行员工为研究对象。首先，在文献研究的基础上，对组织气候、员工工作投入、领导行为的概念维度进行阐述。本文在甘怡群等（2005）修订后的中文版UWES工作投入量表，耿长有（2011）基于中国本土文化背景下编制的国有商业银行组织气候量表的基础上，结合商业银行自身特点，设计了合理的、有针对性的商业银行组织气候及员工工作投入调查问卷。通过在长春地区各大商业银行进行问卷调查，将所得数据运用SPSS17.0进行分析，得出商业银行的组织气候的关键因素，并探讨这些因素对商业银行员工工作投入的影响。同时，将所调查的有效样本按不同人口统计特征进行分组，分别做样本方差分析，研究不同特征的商业银行员工对组织气候感知及工作投入程度的差别。将数据进行因子分析、相关分析及回归分析，结论归纳整理如下：①文化程度对商业银行员工工作投入存在显著差异，文化程度越高，，工作投入越低；②工作年限对商业银行员工组织气候感知存在显著差异，工作年限越高，组织气候感知程度越高；③商业银行员工对商业银行组织气候的感知程度并不高，特别是对组织气候中的成长空间和工作自主性的评价最低。根据结论，我们对商业银行管理人员如何提高员工对组织气候感知，增加工作投入提出建议如下：①转变领导观念；②正确认识组织气候观念、重视组织气候的作用；③更新人才选拔观念；④构建和谐的工作环境，人文化管理。
[Abstract]:As an important part of the modern service industry in China, commercial banks have their own characteristics compared with the traditional service industry, and face the competitive environment of the financial market incentive. The key to improve the competitiveness of commercial banks in China lies in talent management, especially the management of frontline staff. Job engagement is a positive attitude of the employees. How to increase the employees' input to the work and improve the customer satisfaction will directly affect the development of commercial banks. The study of organizational climate can be traced back to the 1960s, which is a hot topic for western scholars. It is not difficult to find that the definition of organizational climate has not yet reached a unified conclusion. Because the organizational climate can be perceived by the staff, and affect the work attitude of employees, and further affect organizational performance. Therefore, this paper discusses the organizational climate of commercial banks according to the contemporary cultural background of China, and discusses its influence on the employees' work involvement, based on the previous research literature on organizational climate and work involvement. This paper combines theory with practice, taking commercial bank staff as the research object. Firstly, on the basis of literature research, the concept dimensions of organizational climate, employee work involvement and leadership behavior are expounded. On the basis of Gan Yi-qun et al. (2005) revised Chinese version of the UWES work engagement scale and Geng Changyou (2011), which is based on the organizational climate scale of state-owned commercial banks compiled under the background of Chinese native culture, this paper designs a reasonable one based on the characteristics of commercial banks. A targeted questionnaire on organizational climate and employee engagement in commercial banks. Through the questionnaire survey in the major commercial banks in Changchun area, the data obtained are analyzed by SPSS17.0, and the key factors of the organizational climate of the commercial banks are obtained, and the influence of these factors on the employees' work involvement in the commercial banks is discussed. At the same time, the valid samples were grouped according to different demographic characteristics, and the analysis of variance was made to study the differences in the perception of organizational climate and the degree of work engagement among the employees of commercial banks with different characteristics. The data are analyzed by factor analysis, correlation analysis and regression analysis, and the conclusion is summarized as follows: 1. There are significant differences in the degree of education to the work input of commercial bank staff. The higher the education level, the lower the work investment; (2) there are significant differences in the perception of organizational climate between the employees of commercial banks during their working years, and the higher the working years, the higher the perception of organizational climate among employees of commercial banks. (3) the degree of perception of organizational climate of commercial banks by employees of commercial banks is not high. In particular, the evaluation of growth space and job autonomy in organizational climate is the lowest. According to the conclusion, we put forward the following suggestions on how to improve the staff's perception of organizational climate and increase their work involvement in commercial banks: 1. Change the concept of leadership. Second, correctly understand the concept of organizational climate and attach importance to the role of organizational climate; Renew the concept of talent selection. 4 build a harmonious working environment and human culture management.
【学位授予单位】：吉林财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.33

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