大众化休闲服零售企业一线员工满意度研究

发布时间：2018-02-09 13:14

本文关键词： 大众化休闲服零售业一线员工员工满意度离职倾向　出处：《东华大学》2013年硕士论文　论文类型：学位论文

【摘要】：人流、物流、信息流是每个企业正常运作发展的支撑,其中又以人流为连接三者的主要因素,所以有管理学家提出,当前企业的竞争归根到底是对人才的竞争。在激烈的人才竞争中,吸引和留住员工渐渐成为企业关注的课题。随着我国服装零售业的发展,对一线员工产生了大量的需求,但是由于企业本身的一线员工流失量大和劳动市场的供求不对称,导致服装零售企业的一线员工缺口大。外部环境企业无法掌控,只能通过企业内部提高员工满意度,增强员工对企业的凝聚力和向心力,培养员工的归属感和忠诚度,才能更好地留住一线员工。本研究在对国内外员工满意度研究现状进行评述的基础上,采用了自编的员工满意度调查问卷对上海市大众化休闲服品牌比如真维斯、美特斯邦威、森马、佐丹奴、班尼路、唐狮等零售企业的一线员工进行了满意度调查。通过统计分析软件,分析研究了对影响一线员工满意度的因素、人口统计变量在员工满意度工作相关因素以及整体满意度上的差异,同时对员工满意度与员工离职倾向之间的关系进行了研究。针对研究分析结果,提出了提高一线员工满意度的管理措施。研究结果表明：大众化休闲服零售企业一线员工整体满意度较低,有着较强的离职倾向。性别、年龄、教育程度、工作年限、工作岗位等因素对员工满意度有显著影响,对于服装零售企业一线员工来说,工作回报、工作本身、企业管理、工作群体对整体满意度有显著影响,而工作环境的影响力较小。一线员工工作满意度和离职倾向之间呈现出显著的负相关关系,工作本身、工作回报、企业整体、工作环境、工作群体满意度均对员工离职倾向有显著的预测、解释能力,其中又以工作本身和工作回报满意度对离职倾向的解释能力最强。根据分析结果,本文提出了提高服装零售业一线员工满意度的相关建议：根据员工个人属性不同,采取差异化的激励措施；改善薪酬体系,提高工作积极性；丰富工作内容,提高工作热情；完善培训计划和内容,提供公平的晋升机会；建立和谐的人际关系,创造良好的工作氛围；加强企业内部管理,完善各项管理制度,提高管理者素质和能力。
[Abstract]:The flow of people, logistics and information is the support of the normal operation and development of every enterprise, and among them, the flow of people is the main factor connecting the three. Therefore, some management experts have proposed, In the fierce competition for talents, attracting and retaining employees gradually becomes a topic of concern for enterprises. With the development of clothing retail industry in China, there is a large demand for front-line employees. However, due to the large turnover of front-line staff in the enterprises themselves and the asymmetry of supply and demand in the labor market, there is a large gap of front-line employees in clothing retail enterprises. The external environment enterprises cannot control them and can only improve their employee satisfaction through the internal enterprises. Only by strengthening the cohesion and centripetal force of employees, and cultivating their sense of belonging and loyalty, can they better retain front-line staff. On the basis of a review of the current situation of employee satisfaction research at home and abroad, this study uses the self-designed employee satisfaction questionnaire to investigate Shanghai's popular casual wear brands such as Jens Weiss, Meters Bonway, Samma, Giordano, Benny Lu. The satisfaction of first-line employees in Tangshi and other retail enterprises was investigated. Through statistical analysis software, the factors influencing the satisfaction of front-line employees were analyzed and studied. The difference of demographic variables in the factors related to employee satisfaction and overall satisfaction. The relationship between employee satisfaction and turnover intention was also studied. This paper puts forward the management measures to improve the satisfaction of front-line staff. The results show that: the overall satisfaction of first-line employees in mass casual wear retail enterprises is low, and they have a strong turnover tendency. Gender, age, education, working years, work position and other factors have a significant impact on employee satisfaction. For the front-line employees of clothing retail enterprises, the return on work, the job itself, the management of the enterprise, and the working group have a significant impact on the overall satisfaction. But the influence of work environment is relatively small. There is a significant negative correlation between job satisfaction and turnover intention of front-line staff, work itself, work return, enterprise as a whole, work environment, The job group satisfaction had significant predictor of turnover intention, and the ability of explanation was the strongest among them the job itself and job reward satisfaction had the strongest ability to explain the turnover intention. According to the results of the analysis, this paper puts forward the relevant suggestions to improve the satisfaction of front-line employees in clothing retail: to take different incentives according to the employees' personal attributes, to improve the salary system, to increase the enthusiasm of work, to enrich the content of work, Improve the work enthusiasm; perfect the training plan and content, provide fair promotion opportunities; establish harmonious interpersonal relations, create a good working atmosphere; strengthen internal management, improve the management system, improve the quality and ability of managers.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F721;F426.86

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