基于组织承诺视角的南宁市社保局员工激励策略研究

发布时间：2018-06-01 18:12

本文选题：社保局 + 组织承诺　；参考：《广西大学》2017年硕士论文

【摘要】：全面推进社会保险经办机构的经办能力建设,不仅需要从机构、硬件、资金上给予支持,更要从社保经办机构员工的角度入手,通过采取有效的激励策略,不断激发社保员工干事创业的积极性。南宁市社保局作为市级社保经办机构,在面临参保覆盖面不断扩大、业务经办数量持续增长的压力下,亟需采取有效的激励策略提升员工的工作绩效,缓解员工的身心压力,确保社保经办人才队伍的稳定。已有研究指出,具有高组织承诺的员工可以产生有利于组织发展的行为,比如组织公民行为、高工作绩效、低离职倾向等。激励是以能够满足个体某些需要和动机为条件的努力行动去实现需求的意愿。组织承诺和激励之间是互为因果的关系,即不同的组织承诺类型决定了适用的激励手段,而通过不同的激励手段又将影响到员工的组织承诺,本文据此建立了两者的关系影响模型。因此,可基于对员工组织承诺的调查分析,根据组织承诺与激励的内在关联性,提出符合员工需求具有针对性和实效性的激励策略。通过对问卷调查的结果进行分析可以发现,(1)南宁市社保局员工的组织承诺整体处于中等水平,其中,三个不同承诺维度的水平均不高,并且,规范承诺情感承诺持续承诺;(2)南宁市社保局员工的年龄与组织承诺整体之间显著性不高,但是却与持续承诺之间有显著关系;(3)南宁市社保局员工的学历、工作年限与组织承诺整体之间具有显著的关联;(4)南宁市社保局员工的性别和职位与组织承诺的关系并不显著;(5)南宁市社保局员工大部分没有感受到组织采取的激励措施,或是认为已有的激励方式缺乏实效;南宁市社保局员工对于激励的需求突出表现在对薪酬、奖励评价、培训和工作流程设计方面。结合深入的调研访谈分析,造成这种情况的主要原因在于当前南宁市社保局工作流程设计繁杂、工作环境仍需改善、绩效考核流于形式、薪酬激励效用不高、培训质量不如人意、职业规划缺乏重视、文化建设仍未完善。结合上述对于南宁市社保局员工的调查研究,本文基于激励与组织承诺两者间的关系影响模型,针对南宁市社保局员工组织承诺和激励存在问题的原因,结合南宁市社保局的职能权责范围,建议其设计激励策略时应注重可行性、针对性、前瞻性、节约性四项原则,并且为南宁市社保局提出了基于组织承诺视角的员工激励策略改进建议,(1)基于提升情感承诺,改进工作制度设计、打造和谐工作环境;(2)基于提高持续承诺,加强绩效考核管理、优化绩效奖金分配、提高员工培训质量、关注员工职业发展;(3)基于强化规范承诺,做好组织文化建设。以此提升南宁市社保局的组织承诺整体水平,并达到激发员工工作积极性、提升工作绩效、确保社保人才队伍稳定的作用。
[Abstract]:The overall promotion of the construction of social insurance agencies, not only needs the support from institutions, hardware and funds, but also from the perspective of the staff of the social security agencies, and by taking effective incentive strategies to constantly stimulate the enthusiasm of the social security staff members. As a municipal social security agency, the Nanning social security bureau is facing the situation. Under the pressure of increasing coverage and continuous growth of business management, it is urgent to adopt effective incentive strategies to improve employees' work performance, alleviate the physical and mental pressure of employees and ensure the stability of the social security personnel. Organizational citizenship behavior, high job performance, low turnover intention, etc. incentive is the desire to achieve demand with the effort to meet individual needs and motivations. Organizational commitment and incentive are reciprocal causal relationships, that is, different types of organizational commitment determine the appropriate incentives and through different incentives. Therefore, based on the investigation and analysis of employee organizational commitment, based on the internal relationship between organizational commitment and incentive, this paper proposes an incentive strategy that is pertinent and effective in accordance with the needs of employees. It was found that (1) the organizational commitment of the Nanning Social Security Bureau was in the middle level, of which three different commitment dimensions were not high, and the standard commitment affective commitment continued commitment; (2) there was a significant difference between the age and organizational commitment of the staff of the Nanning Social Security Bureau, but there was a significant relationship with the continuing commitment; (3) There is a significant correlation between the educational background of the staff of the Nanning Social Security Bureau, the working life and the overall organizational commitment; (4) the relationship between the gender and position of the Nanning Social Security Bureau and the organizational commitment is not significant; (5) most of the staff of the Nanning social security Bureau do not feel the incentive measures taken by the organization, or the lack of actual incentive methods. Nanning Social Security Bureau employees' demand for incentive is highlighted in salary, reward evaluation, training and work flow design. The main reason for this situation is the complicated work process design of the Nanning Social Security Bureau, the improvement of the working environment, the performance assessment flow in the form, and the salary. The incentive effect is not high, the quality of the training is not good, the career planning is lacking and the cultural construction is still imperfect. Based on the investigation and Research on the staff of Nanning Social Security Bureau, this paper is based on the relationship between incentive and organizational commitment, which is based on the reasons for the commitment and incentive of the members of the Social Security Bureau of Nanning. The functional power and responsibility scope of the Social Security Bureau of Ningshi city suggests that it should pay attention to the four principles of feasibility, pertinence, foresight and economize when designing the incentive strategy, and put forward the suggestions for improving the employee incentive strategy based on the perspective of organizational commitment for the Nanning Social Security Bureau. (1) based on improving the emotional commitment, improving the work system design and creating a harmonious working environment. (2) based on improving the continuous commitment, strengthening the performance appraisal management, optimizing the performance bonus distribution, improving the quality of staff training, and paying attention to the professional development of the employees, (3) based on strengthening the standard commitment and doing well the construction of organizational culture, the overall level of the organizational commitment of the Nanning social security bureau is promoted, and the employees' enthusiasm for work and the work performance are promoted. The role of ensuring the stability of the social security personnel team.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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