ZHJ南京分公司员工敬业度提升策略研究

发布时间：2018-04-30 06:04

本文选题：薪酬满意度 + 个人组织匹配　；参考：《南京理工大学》2013年硕士论文

【摘要】：近年来,员工敬业问题已经成为学术界和企业界研究的重点。而对于中国这个劳动力大国,员工敬业度偏低的问题却较为突出,直到2013年,中国员工敬业度仍低于全球平均水平。ZHJ南京分公司是一个典型的中国国有企业,也存在员工敬业度水平偏低的问题。因此,研究敬业度的影响因素,了解ZHJ南京分公司员工敬业度偏低更深层次的原因,进而提升员工的敬业度具有一定的理论和实践意义。本文研究可以为学术界深入了解员工敬业度及其影响因素提供有益的支持,也能为相关企业的管理实践提供借鉴,从而更好的发挥员工在组织管理中的积极作用。本文针对ZHJ南京分公司的具体情况,对其员工敬业度状况进行研究。根据从该公司收集的174份有效问卷,通过构建敬业度及其前因、结果变量间影响关系模型,并展开调查加以验证,得到以下结论：(1)性别、年龄、受教育水平、婚姻状况、工作年限、职务类别、所在团队规模及团队组建时间等不同控制变量对公司员工的敬业度及其前因和后果变量具有不同的影响；(2)ZHJ南京分公司员工的工作生活冲突感、上级的威权领导、感知的能力需求匹配以及亲友和同事支持感对敬业度不存在显著影响；(3)员工的薪酬满意度、仁慈领导和德行领导行为、个人组织匹配中的价值观匹配和需要供给匹配两个维度以及上级支持感显著正向影响员工的敬业度；(4)员工敬业度正向影响团队绩效,即员工敬业度正向影响任务达成、成员满意和成员学习。
[Abstract]:In recent years, the issue of employee engagement has become the focus of academic and business research. But for China, a large labor force, the problem of low employee engagement is more prominent. Until 2013, the Chinese employee engagement was still below the global average. ZHJ Nanjing Branch is a typical state-owned enterprise in China. There is also a low level of employee engagement. Therefore, it is of theoretical and practical significance to study the influencing factors of engagement, to understand the reasons for the lower level of employee engagement in ZHJ Nanjing Branch, and to promote the employee engagement. This study can provide useful support for academic circles to understand employee engagement and its influencing factors, and can also provide reference for the management practice of related enterprises, so as to give full play to the positive role of employees in organizational management. In this paper, according to the specific situation of ZHJ Nanjing Branch, the status of employee engagement is studied. According to 174 valid questionnaires collected from the company, by constructing a model of the relationship between engagement and its antecedents, the relationship between the outcome variables, and conducting an investigation to verify it, the following conclusions are drawn: sex, age, education level, marital status, gender, age, education level, marital status, and so on. Different control variables, such as working years, job category, team size and team formation time, have different effects on employee engagement, antecedent and consequence variables. Superior leadership, perceived competency needs matching, and support from friends, relatives and colleagues did not significantly affect employee pay satisfaction, benevolent leadership and moral leadership behavior. Value matching and demand matching in personal organization matching and superior support significantly positively affect employee engagement. 4) employee engagement positively affects team performance, that is, employee engagement positively affects task achievement. Member satisfaction and member learning.
【学位授予单位】：南京理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.92

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