造价咨询企业员工满意度研究

发布时间：2018-06-06 16:02

本文选题：造价咨询企业 + 员工满意度　；参考：《山东建筑大学》2017年硕士论文

【摘要】：2016年是实施国家“十三五”规划的开局之年,是供给侧结构性改革的深化之年,也是全面落实中央城市工作会议的第一年。我国的经济增长速度放缓,结构向中高端转型,经济形势进入新常态。建筑业和房地产业既面临结构升级,固定资产投资增速放缓,去产能、去库存的改革压力,也面临着振兴实体经济、城镇化建设、“一带一路”的改革机遇。在此重要战略机遇期,我国工程造价行业积极适应经济新常态,按照“创新、协调、绿色、开放、共享”的发展理念,坚持贯彻落实“适用、经济、绿色、美观”的建筑方针,保持平稳健康发展。而近十几年以来,我国工程造价咨询业快速发展,企业数量和营业收入逐年递增。但是造价咨询业仍存在着规模层次不一、管理水平参差不齐、工作强度大及员工流动性较大等问题。汪向东指出造价咨询企业中具有高级职称的造价工程师在从业人员中不到1/5,而且其待遇水平一般,众多造价工程师流向其他相关企业[1]。除此之外,吕远、张英隆认为我国造价咨询企业员工社会地位相比其他国家有待提升[2,3]。孙国栋提出造价咨询行业对从业技术人员的吸引力有限,有技术、经验的员工基本都选择去房地产等大型企业[4]。因此,如何留住优秀人才已经成为企业可持续发展亟待解决的问题。然而通过对CNKI数据库中相关造价咨询企业的研究文献进行统计分析,了解到科研机构、专家学者对造价咨询企业多注重于其核心竞争力和知识管理的研究,而对造价咨询企业内部的员工满意度研究甚少。本文围绕这一目标,首先通过大量的文献阅读识别企业员工满意度的影响因素,然后通过分析各影响因素之间的关系和对满意度、忠诚度的影响提出假设,构建理论模型,编制调查问卷。通过分析造价咨询企业员工满意度水平,针对企业存在的问题提出相应的改进对策,对企业进行人才管理起引导作用,而且为企业的生存与发展提供了可靠的数据支持,确保企业能够改变人才流失的现状,真正做到留住人才、吸引优秀员工,形成良好稳定的人才体系,使企业能够在市场竞争的大浪潮中以及国际化竞争的新形势下谋求可持续发展。
[Abstract]:2016 is the beginning of the implementation of the 13th Five-Year Plan, the deepening of supply-side structural reform and the first year of the Central Urban work Conference. China's economic growth slowed, the structure to the high-end transformation, the economic situation into the new normal. Construction industry and real estate industry not only face the pressure of structural upgrading, slow growth of fixed asset investment, deproduction capacity and inventory, but also the reform opportunity of revitalizing the real economy, urbanization and "Belt and Road". In this important strategic opportunity period, the construction cost industry of our country actively adapts to the new normal of economy, according to the development concept of "innovation, coordination, green, open, sharing", and adheres to the construction policy of "applicable, economic, green and beautiful". Maintain steady and healthy development. In the past ten years, the engineering cost consulting industry in China has developed rapidly, and the number of enterprises and operating income have been increasing year by year. However, there are still some problems in the cost consulting industry, such as different levels of scale, uneven management level, high work intensity and large staff mobility. Wang Xiangdong points out that cost engineers with senior titles in cost consulting enterprises have less than a fifth of the total number of employees, and their pay level is general, and many cost engineers flow to other related enterprises [1]. In addition, Lv Yuan and Zhang Ying-long believe that the social status of cost consulting employees in China needs to be improved compared with other countries. Sun Guodong pointed out that the cost consulting industry has limited attraction to technicians, and employees with skills and experience basically choose to go to large enterprises such as real estate [4]. Therefore, how to retain outstanding talents has become an urgent problem to be solved in the sustainable development of enterprises. However, through the statistical analysis of the research literature of the cost consulting enterprises in the CNKI database, we can find out that the research institutions, experts and scholars pay more attention to the core competitiveness and knowledge management of the cost consulting enterprises. However, there are few researches on employee satisfaction in cost consulting enterprises. Around this goal, this paper first identifies the influencing factors of employee satisfaction by reading a large number of documents, and then through the analysis of the relationship between the factors and the impact of satisfaction, loyalty, put forward the hypothesis, build a theoretical model. To prepare a questionnaire. By analyzing the level of employee satisfaction in cost consulting enterprises, this paper puts forward corresponding improvement countermeasures to the problems existing in enterprises, which can guide enterprises to manage talents and provide reliable data support for the survival and development of enterprises. To ensure that enterprises can change the current situation of brain drain, truly retain talents, attract outstanding staff, and form a good and stable talent system, Enterprises can seek sustainable development in the market competition and the new situation of international competition.
【学位授予单位】：山东建筑大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F282

【参考文献】