LN农业发展银行县级支行员工工作满意度研究
发布时间：2019-04-10 21:09
【摘要】：员工是企业发展的基本要素和源动力,其满意度的高低,既关乎工作投入度及敬业度,又直接影响着工作成果和业绩,是反映人力资源管理水平高低的“晴雨表”。在竞争日益激烈的银行业中,及时全面掌握员工思想状况,不断提高员工满意度,调动和激发内部活力,是强化企业经营管理、实现可持续发展的一项重要课题。 中国农业发展银行成立于1994年,作为我国唯一的农业政策性银行,坚持以服务“三农”为己任,承担着国家规定的农业政策性金融业务。自成立以来,业务发展先后经历了建行初期、专司收购资金封闭管理、多方位宽领域支农三个重要阶段,业务范围从专司粮棉油收购逐渐延伸到几乎覆盖到农业和农村经济发展的各个领域。与此同时,农业发展银行的人力资源配套改革不断深化并进入实质性阶段。改革发展是否取得重大成效,关键在于以一支团结向上、和谐稳定的员工队伍作为保障,以员工认可不认可、满意不满意作为衡量标准。全面提高员工工作满意度,特别是提高县级支行人员工作满意度,对于全系统激发工作热情,凝聚发展合力,实现科学有效发展具有至关重要的意义。 本文以LN农业发展银行县级支行员工为研究对象,采取问卷、员工访谈等形式,对员工工作满意度进行了调查和思考。首先借鉴国内外相关文献,从理论上简述员工工作满意度的基本概念、相关理论及影响员工满意度的构成要素。然后通过对LN农发行县支行人员满意度调查,综合运用实际案例及相关理论,多角度、全方位地分析评价县级支行人员的满意度情况,揭示存在的主要矛盾和问题,剖析影响员工满意度的原因。在此基础上,灵活运用调查研究成果,有针对性提出对策与建议。 本文通过对LN农发行县级支行员工工作满意度的研究,以及对提高员工工作满意度方法的探索,为全面掌握基层员工思想状况、提高员工满意度、加强人力资源管理等方面提供了可行性建议,以实现员工自我价值与农发行改革发展的有机统一。
[Abstract]:Employees are the basic elements and driving forces of enterprise development. Their satisfaction is not only related to the degree of engagement and engagement, but also has a direct impact on the work results and achievements. It is a "barometer" reflecting the level of human resources management. In the increasingly competitive banking industry, it is an important task to master the staff's ideological condition in time, improve the employee's satisfaction, mobilize and stimulate the internal vitality, and strengthen the management of the enterprise and realize the sustainable development. The Agricultural Development Bank of China was established in 1994. As the only agricultural policy bank in our country, it insists on serving the agriculture, rural areas and farmers, and undertakes the agricultural policy finance business stipulated by the state. Since its inception, business development has gone through three important stages, namely, the initial stage of the Construction Bank, the closed management of funds acquired by the special department, and the support to agriculture in various directions and fields. The business extends from specialized grain and cotton oil acquisition to almost every field of agricultural and rural economic development. At the same time, the reform of human resources of Agricultural Development Bank continues to deepen and enter the substantive stage. The key to the success of reform and development lies in a unified, harmonious and stable workforce as a guarantee, whether or not employees are recognized or not, and whether they are satisfied or not as a measure. It is of vital significance for the whole system to stimulate the work enthusiasm, aggregate the development force and realize the scientific and effective development by comprehensively improving the job satisfaction of the staff, especially the job satisfaction of the county level branch staff. This paper takes the county branch of LN Agricultural Development Bank as the research object, adopts the form of questionnaire, employee interview and so on, to investigate and think about the employee's job satisfaction. Firstly, referring to the domestic and foreign literature, the basic concept of job satisfaction, the related theory and the constituent factors affecting employee satisfaction are described in theory. Then through the LN Agricultural Development Bank County Branch personnel satisfaction survey, comprehensive use of practical cases and related theories, multi-angle, all-round analysis and evaluation of county-level sub-branch personnel satisfaction situation, to reveal the main contradictions and problems. Analyze the reasons that affect employee satisfaction. On this basis, flexible use of research results, targeted countermeasures and suggestions. In this paper, through the study of the job satisfaction of the county-level employees of the LN Agricultural Development Bank, as well as the exploration of the methods to improve the job satisfaction of the employees, in order to grasp the ideological status of the grass-roots staff and improve the employee satisfaction, In order to realize the organic unity between the self-worth of employees and the reform and development of Agricultural Development Bank, some feasible suggestions are put forward to strengthen the human resource management and so on.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.31
本文编号：2456131
[Abstract]:Employees are the basic elements and driving forces of enterprise development. Their satisfaction is not only related to the degree of engagement and engagement, but also has a direct impact on the work results and achievements. It is a "barometer" reflecting the level of human resources management. In the increasingly competitive banking industry, it is an important task to master the staff's ideological condition in time, improve the employee's satisfaction, mobilize and stimulate the internal vitality, and strengthen the management of the enterprise and realize the sustainable development. The Agricultural Development Bank of China was established in 1994. As the only agricultural policy bank in our country, it insists on serving the agriculture, rural areas and farmers, and undertakes the agricultural policy finance business stipulated by the state. Since its inception, business development has gone through three important stages, namely, the initial stage of the Construction Bank, the closed management of funds acquired by the special department, and the support to agriculture in various directions and fields. The business extends from specialized grain and cotton oil acquisition to almost every field of agricultural and rural economic development. At the same time, the reform of human resources of Agricultural Development Bank continues to deepen and enter the substantive stage. The key to the success of reform and development lies in a unified, harmonious and stable workforce as a guarantee, whether or not employees are recognized or not, and whether they are satisfied or not as a measure. It is of vital significance for the whole system to stimulate the work enthusiasm, aggregate the development force and realize the scientific and effective development by comprehensively improving the job satisfaction of the staff, especially the job satisfaction of the county level branch staff. This paper takes the county branch of LN Agricultural Development Bank as the research object, adopts the form of questionnaire, employee interview and so on, to investigate and think about the employee's job satisfaction. Firstly, referring to the domestic and foreign literature, the basic concept of job satisfaction, the related theory and the constituent factors affecting employee satisfaction are described in theory. Then through the LN Agricultural Development Bank County Branch personnel satisfaction survey, comprehensive use of practical cases and related theories, multi-angle, all-round analysis and evaluation of county-level sub-branch personnel satisfaction situation, to reveal the main contradictions and problems. Analyze the reasons that affect employee satisfaction. On this basis, flexible use of research results, targeted countermeasures and suggestions. In this paper, through the study of the job satisfaction of the county-level employees of the LN Agricultural Development Bank, as well as the exploration of the methods to improve the job satisfaction of the employees, in order to grasp the ideological status of the grass-roots staff and improve the employee satisfaction, In order to realize the organic unity between the self-worth of employees and the reform and development of Agricultural Development Bank, some feasible suggestions are put forward to strengthen the human resource management and so on.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.31
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