重庆市两江新区企业人才工作满意度与需求特征及其政府保障机制研究

发布时间：2018-01-03 03:04

本文关键词：重庆市两江新区企业人才工作满意度与需求特征及其政府保障机制研究　出处：《重庆大学》2016年硕士论文　论文类型：学位论文

【摘要】：两江新区,作为重庆市经济发展新的工作增长极,市委、市政府对两江新区提出“10年‘再造一个重庆工业’和‘再造一个重庆经济’、建成‘功能现代、产业高端、总部集聚、生态宜居,具有国际影响力和我国内陆开放示范效应的新区’、成为辐射促进‘西三角’及西部地区开发开放的‘增长极’和‘带动级’等三大发展目标。新区发展,关键是人才。自成立初,始终坚持“引才即招商,招商即引才”的工作理念,大力实施人才优先发展战略,在注重培养和用好本地人才的同时,五湖四海广揽天下英才,人才资源整体性引进与开发推动了人才总量适度增长,人才规模逐渐扩大。在此背景下,为进一步保障重庆市两江新区企业人才的稳定与发展,就要求重庆市两江新区政府全面推动辖区内企业经营管理人才队伍、专业技术人才队伍、技能人才队伍“三驾马车”齐头并进的建设工作,不断创新企业人才保障机制,吸引并留住新区内的人才。而通过了解两江新区企业人才的工作满意度,可以发现目前两江新区企业人才人力资源管理中存在的问题。政府部门可以从工作满意度这一“晴雨表”上看到制约新区人才稳定和激励的主要因素,进而出台相应的扶持政策,从而提高新区人才的工作满意度,保障新区人才全面发展。本研究采用定性分析与定量分析相结合的方法,通过抽样调查38家重庆市两江新区企业人才工作满意度、需求情况及离区意愿,得出以下研究结论:(1)新区企业人才的工作满意度由区域环境满意度、自我成长与发展满意度、工作特性及管理满意度三个维度构成。(2)新区企业人才的工作满意度处于中等水平,其中,区域环境满意度相对较低。不同性别、年龄段企业人才工作满意度不存在显著性差异;经营管理人才、专业技术人才、技能人才工作满意度存在显著性差异;不同学历水平的企业人才工作满意度存在显著性差异。(3)新区企业人才需求满足一般,其中以薪酬物质需求最为明显,多数人才表明期望能够更加满足其提高薪酬的需求。(4)新区企业人才的工作满意度、需求满足情况与离区倾向呈负相关关系。最后,在此基础上分析了重庆市两江新区企业人才队伍建设存在的主要问题,并提出了构建重庆市两江新区企业人才队伍建设的政府保障机制的对策建议。
[Abstract]:Liangjiang New Area, Chongqing city as a new growth pole of economic development work, the municipal Party committee, municipal government put forward the "10 years" a new Chongqing industrial "and" a recycling economy in Chongqing "of Liangjiang New Area, build 'the function of modern, high-end industry, headquarters agglomeration, ecological livable, international influence and China's inland open demonstration the effect of the new" become "growth of the West Delta radiation promotes the development of the western region" and "extremely open" and "drive" three development goals. The new development, talent is the key. Since the beginning of the establishment, always adhere to the "talents that trick taking investment, which makes" the idea of the work, vigorously implement the talent. The development strategy in the training and use of local talent at the same time, all corners of the country get wide world of excellence, talent resources overall introduction and development to promote the moderate growth of total talent, talent scale is gradually expanding. Under this background, To further protect the stability and development of talents in Chongqing ljna enterprises, requires the district government of Chongqing city to promote the two rivers within the jurisdiction of the enterprise management personnel, professional and technical personnel, skilled personnel team of three carriages in construction work, continuous innovation of enterprise talent guarantee mechanism, to attract and retain talent in the new area. But by knowing the talents of Liangjiang New Area enterprise work satisfaction, can find the existing human resource management problems in the enterprise of Liangjiang New Area. The government departments can see the main factors restricting the new talent stability and incentive from work satisfaction as a "barometer", and then introduced the corresponding support policies, so as to improve the new talent job satisfaction. Ensure new talents with all-round development. Based on the method of combining qualitative analysis and quantitative analysis, through the smoke Sample survey of 38 Chongqing ljna enterprise personnel job satisfaction, and willingness to demand from the region, we have drawn the following conclusions: (1) the new enterprise personnel job satisfaction by regional environment satisfaction, self growth and development satisfaction, three dimensions of job characteristics and management satisfaction. (2) the job satisfaction of new enterprise talents in the middle level, the regional environment satisfaction is relatively low. Gender, age of enterprise talent job satisfaction does not exist significant differences; management personnel, professional and technical personnel, skilled personnel work there are significant differences in satisfaction; there is a significant difference between the enterprise job satisfaction of different education levels. (3) talent demand the new enterprise meet the general, the compensation material demand is most obvious, most people expect to be able to show more to meet the increased salary requirements. (4) new enterprises Industry professionals to meet the needs of job satisfaction, and from the area tend to negative correlation. Finally, based on the analysis of the main problems existing in the construction of two rivers corporate personnel in Chongqing City, and puts forward some countermeasures for the construction of two rivers area enterprise talent team of Chongqing city government guarantee mechanism.

【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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