国有商业银行员工薪酬激励强度与满意度关系的研究

发布时间：2018-08-07 20:05

【摘要】：近年来，有关员工满意度的研究已成为各行各业共同关注的研究热点。大量研究表明，，一定的薪酬激励可以提高员工满意度，但是薪酬激励过度，反而会产生边际效应递减效应，导致员工满意度下降，从而降低员工工作投入与工作效果，最终也将抑制员工所在企业的业绩与发展。同时，作为企业工作的员工，其满意度也离不开具体工作的压力以及对企业文化的认同感。已有研究表明，员工工作压力会对薪酬激励强度与员工满意度间相关关系起到负向作用，员工对企业文化认同感会对薪酬激励强度与员工满意度间相关关系起到正向作用，但这一结论的适用性还有待进一步分析验证。本研究选取中国工商银行、中国建设银行、中国农业银行、中国银行、交通银行五大国有商业银行的一线员工作为研究对象，展开一系列的调查研究与实证分析。通过对薪酬激励、工作压力、企业文化认同感、员工满意度相关理论文献和实证研究的回顾，在前人研究的基础上，提出了自己的理论模型，进一步研究这四个变量之间的关系。本文首先对国有商业银行员工薪酬激励强度、工作压力、对企业文化认同感、工作满意感的状况进行系统的调查研究；其次，运用相关分析、多元回归分析和中介效应检验等统计分析方法分析了不同薪酬激励强度与员工满意感之间的关系，其中重点探索了工作压力与对企业文化认同感的中介作用。最后，根据研究结果与结论，对国有商业银行员工激励与管理上提出了详细的建议与意见，旨在最大限度保证员工工作满意感，进而培养员工对企业的忠诚度，促进员工本身和企业的发展。
[Abstract]:In recent years, the research on employee satisfaction has become a common concern of various industries. A large number of studies show that a certain salary incentive can improve employee satisfaction, but excessive salary incentive will produce a diminishing marginal effect, which will lead to a decline in employee satisfaction, thereby reducing the employee's work engagement and work effect. Finally, it will restrain the performance and development of the employees. At the same time, as employees, their satisfaction can not be separated from the pressure of specific work and the identity of corporate culture. Previous studies have shown that employee work stress has a negative effect on the correlation between salary incentive intensity and employee satisfaction, and employee identity on corporate culture can play a positive role in the correlation between salary incentive intensity and employee satisfaction. However, the applicability of this conclusion needs further analysis and verification. This study selects five state-owned commercial banks of Industrial and Commercial Bank of China, China Construction Bank, Agricultural Bank of China, Bank of China and Bank of Communications as the research object, and carries out a series of investigation and empirical analysis. Based on the review of relevant theoretical literature and empirical research on salary incentive, job pressure, corporate culture identity, employee satisfaction, and on the basis of previous studies, this paper puts forward its own theoretical model. Further study the relationship between the four variables. Firstly, this paper makes a systematic investigation and research on the employees' salary incentive intensity, work pressure, corporate culture identity and job satisfaction in state-owned commercial banks. Multivariate regression analysis and intermediary effect test are used to analyze the relationship between different salary incentive intensity and employee satisfaction. The emphasis is on the mediating role of work pressure and corporate culture identity. Finally, according to the results and conclusions of the research, the paper puts forward detailed suggestions and suggestions on the staff motivation and management of state-owned commercial banks, aiming to ensure the employees' job satisfaction to the maximum extent, and then to train the employees' loyalty to the enterprise. Promote the development of employees themselves and enterprises.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33;F272.92

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