CG公司员工—企业匹配、工作满意感与离职倾向关系的实证研究

发布时间：2019-06-16 12:33

【摘要】：随着房地产行业的蓬勃发展，物业管理作为新兴的服务业也在迅速崛起，人才不仅成为企业可持续发展的最大源动力，同时也成为企业发展的战略性资源。近十年来，物业服务行业仍然保持着劳动密集型服务业的显著特征，一线员工流动性大，技术人才供不应求，而且由于员工流动性大，导致企业人才流失，并且不利于企业持续提升服务质量。本研究主要采用了调查问卷的形式，从CG物业公司选取了不同传记特征的员工作为调查对象进行实证研究；然后根据问卷收集的数据信息，使用SPSS15.0和LISREL8.7作为统计工具进行数据分析。通过定量分析，对员工－企业匹配、工作满意感和离职倾向之间关系进行研究，以帮助企业招聘和培养与企业发展相匹配的人才队伍，提高工作满意度，降低离职率，促进员工与企业共同协调发展。本文研究的主要结论有：第一，通过探索性因子分析，得出CG物业公司员工－企业匹配包括三个因子：即资源－需求匹配、能力－需要匹配和一致性匹配；CG物业公司员工的工作满意感有一个因子，即工作满意感；CG物业公司员工离职倾向有一个因子，即离职倾向。第二，通过契合度分析发现：员工的年龄对一致性匹配有显著差异，员工受教育程度对能力－需要匹配和离职倾向有显著差异，职务类别对资源－需求匹配和工作满意感有显著差异，，管理人员与一般员工、不同职位层级的员工在资源－需求匹配、能力－需要匹配、一致性匹配及工作满意感、离职倾向均有显著差异。第三，通过回归分析发现：员工－企业匹配的资源－需求匹配、能力－需要匹配和一致性匹配对工作满意感均有显著正向影响；而资源－需求匹配、能力－需要匹配和一致性匹配对离职倾向均无影响。此外，工作满意感对离职倾向也没有影响。而员工年龄、服务年限、更换单位次数和年收入对资源－需求匹配均有显著影响；职位层级对能力－需要匹配的影响最大；员工年龄和服务年限对一致性匹配的影响最大；职务类别、更换单位次数及年收入对工作满意感影响最大；员工年收入对离职倾向的影响最大。本文的研究结论为CG物业公司管理当局提供了可靠的人力资源管理策略，指导企业更多关注并立足于完善员工与企业匹配、以及明确得出可有效改善员工与企业匹配及提高工作满意感的具体要素，可以减少企业因人才流失而带来的损失，实现员工与企业发展的高度匹配。
[Abstract]:With the vigorous development of the real estate industry, property management, as a new service industry, is also rising rapidly. Talents not only become the biggest source of sustainable development of enterprises, but also become the strategic resources of enterprise development. In the past ten years, the property service industry still maintains the remarkable characteristics of labor-intensive service industry, the first-line staff mobility is large, the supply of technical talents exceeds the demand, and because of the large employee mobility, it leads to the brain drain of enterprises, and is not conducive to the continuous improvement of service quality. This study mainly adopts the form of questionnaire, and selects employees with different biographical characteristics as the object of empirical research from CG property company. Then, according to the data information collected by the questionnaire, SPSS15.0 and LISREL8.7 are used as statistical tools for data analysis. Through quantitative analysis, this paper studies the relationship between employee-enterprise matching, job satisfaction and turnover intention, in order to help enterprises recruit and cultivate talents matching with the development of enterprises, improve job satisfaction, reduce turnover rate and promote the coordinated development of employees and enterprises. The main conclusions of this paper are as follows: first, through exploratory factor analysis, it is concluded that the employee-enterprise matching of CG property company includes three factors: resource-demand matching, ability-need matching and consistency matching; the job satisfaction of CG property company employees has a factor, that is, job satisfaction; and the turnover intention of CG property company employees has a factor, that is, turnover intention. Secondly, through the analysis of fit degree, it is found that there are significant differences in age-to-consistency matching, ability-need matching and turnover intention of employees, job categories have significant differences in resource-demand matching and job satisfaction, managers and general employees, employees at different position levels in resource-demand matching, competency-need matching, consistency matching and job satisfaction. There were significant differences in turnover intention. Thirdly, through regression analysis, it is found that employee-enterprise matching resource-demand matching, competency-need matching and consistency matching have significant positive effects on job satisfaction, while resource-demand matching, competency-need matching and consistency matching have no effect on turnover intention. In addition, job satisfaction has no effect on turnover intention. However, employee age, length of service, number of replacement units and annual income have significant effects on resource-demand matching; position level has the greatest impact on ability-need matching; employee age and length of service have the greatest impact on consistency matching; job category, number of replacement units and annual income have the greatest impact on job satisfaction, and employee annual income has the greatest impact on turnover intention. The conclusion of this paper provides a reliable human resource management strategy for the management authorities of CG property company, instructs enterprises to pay more attention to and based on perfecting the matching between employees and enterprises, and clearly obtains the specific elements that can effectively improve the matching between employees and enterprises and improve job satisfaction, which can reduce the loss caused by brain drain and realize the high matching between employees and enterprises.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92

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