我国商业银行员工工作不安全感、组织支持感与工作投入的关系研究

发布时间：2018-04-27 05:31

本文选题：工作不安全感 + 组织支持感　；参考：《江南大学》2014年硕士论文

【摘要】：随着我国银行业的不断开放以及利率市场化的逐步推进，在互联网金融时代，我国商业银行之间、商业银行与其他金融机构以及与民营资本之间的竞争越来越激烈，对商业银行的发展造成了巨大的冲击。与此同时，商业银行员工的工作环境也发生着深刻的变化，银行的组织变革、雇佣环境的变化以及竞争的压力等都使商业银行员工不断体验到一种对行业发展前景和自身工作的担忧与无力感，即“工作不安全感”。工作不安全感除了会对员工的身心健康造成不利影响之外，还会使员工产生消极的工作态度与行为，最终会有损商业银行的活力与竞争力。本文在相关理论和模型的基础上，通过理论推导构建了工作不安全感、工作投入、组织支持感三者之间的模型框架，主要研究商业银行员工工作不安全感的结构维度以及对工作投入的影响机制，探索组织支持感在其中的调节效应，并根据研究结果和讨论为商业银行的管理实践提供帮助。本文首先在文献分析的基础上，结合对19名商业银行员工的访谈研究结果确定了调查问卷，随后对温州、无锡、上海、苏州、郑州、宿迁等全国二十多个城市的256名商业银行员工进行了问卷调查，主要运用SPSS19.0和LISREL8.7对问卷数据进行处理以及实证分析。实证研究的结果表明：第一，我国商业银行员工的工作不安全感由工作丧失、工作执行、薪酬晋升、过度竞争和人际关系不安全感五个维度构成，且其工作不安全感在年龄、教育程度、工龄、职位、银行类型和工作编制方面存在显著差异，而在性别和婚姻状况方面没有显著差异。第二，，工作不安全感对工作投入有显著的负向预测作用，即工作不安全感越高，工作投入越低，其中，工作丧失、工作执行、薪酬晋升和过度竞争不安全感四个维度对工作投入的负向预测作用显著，而人际关系不安全感对工作投入的影响不显著。第三，在工作丧失、工作执行和过度竞争不安全感与工作投入的关系中，组织支持感具有显著的正向调节作用，而对薪酬晋升和人际关系不安全感与工作投入之间关系的调节效应不显著。本文最后根据研究结果和讨论提出了对商业银行管理实践的启示：商业银行管理者要重视员工的工作不安全感及其对员工工作投入的影响，根据员工工作不安全感的差异以及对工作投入的主要影响因素有针对性的采取相应的措施来缓解员工的工作不安全感，同时要重视组织支持感的有效调节作用。
[Abstract]:With the continuous opening of China's banking industry and the gradual promotion of interest rate marketization, in the era of Internet finance, the competition between commercial banks, commercial banks and other financial institutions and private capital is becoming more and more intense in the era of Internet finance, which has caused great impact on the development of commercial banks. At the same time, the work of commercial banks employees. Profound changes have taken place in the environment. The organizational change of the bank, the change of the employment environment and the pressure of competition have made the employees of commercial banks constantly experience a sense of concern and weakness of the prospects for the development of the industry and their own work, that is, "work insecurity". Besides, employees will also have negative attitudes and behaviors, which will eventually damage the vitality and competitiveness of commercial banks.
On the basis of relevant theories and models, this paper constructs a model framework between the three groups of work insecurity, work input and organizational support through theoretical deduction. It mainly studies the structure dimension of the job insecurity of commercial banks and the mechanism of influence on work input, and explores the regulatory effect of organizational support, and the root of the organizational support. According to the research results and discussion, the paper provides help for the management practice of commercial banks. On the basis of literature analysis, this paper first confirmed the questionnaire on the interview results of 19 commercial bank employees, and then asked 256 commercial banks in more than 20 cities, such as Wenzhou, Wuxi, Shanghai, Suzhou, Zhengzhou, Suqian and other cities. Volume survey, mainly using SPSS19.0 and LISREL8.7 to deal with the questionnaire data and empirical analysis.
The results of the empirical study show that: first, the job insecurity of the employees in China's commercial banks consists of five dimensions of job loss, job execution, salary promotion, excessive competition and insecurity of interpersonal relationship, and there are significant differences in age, education, work age, job position, type of bank and work compiling. There is no significant difference in gender and marital status. Second, work insecurity has a significant negative predictive effect on work input, that is, the higher the job insecurity is, the lower the work input, and the four dimensions of job loss, job execution, salary promotion and excessive competition insecurity are significant to the negative prediction of work input. The impact of interpersonal insecurity on work input is not significant. Third, in the relationship between job loss, job execution and excessive competition insecurity and work input, the sense of organizational support has a significant positive adjustment effect, while the adjustment effect on the relationship between salary promotion and interpersonal insecurity and work input is not significant.
Finally, according to the results and discussion, the paper puts forward the enlightenment to the management practice of commercial banks: the commercial bank managers should attach importance to the employees' work insecurity and their impact on the employee's work input, and take corresponding measures according to the differences in the insecurity of the employees' work and the main influencing factors of the work input. In order to relieve employees' sense of insecurity, we should also attach importance to the effective moderating effect of organizational support.

【学位授予单位】：江南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33

【参考文献】