HR银行员工敬业度对工作绩效的影响研究
发布时间：2018-09-14 18:53
【摘要】：随着我国经济的快速发展和现代企业制度深入人心,员工敬业度越来越引起企业界的重视。相关的调研数据也表明,员工敬业度对工作绩效有着重大影响。而现实的情况是,我国员工的敬业度却维持在较低水平。如何通过有效的管理,提升员工敬业度,进而提高工作绩效,是每个企业必须思考的问题。 HR银行是一家重组仅三年时间的区域性商业银行。在过去的三年中,得益于重组红利的影响,HR银行发展迅速,资产规模、员工人数等都有很大幅度的增长。需要特别关注的是,新增的员工来自38家银行,具有各不相同的职业背景。在这种情况下,员工敬业度的测量和分析,就成为一种重要的手段,可以找出问题,寻找规律,改善员工敬业度水平,推动组织业绩提升。 关于企业员工敬业度和工作绩效,国内外的学者已经展开了大量的相关研究。本文在此基础上,对HR银行的员工敬业度、工作绩效以及两者之间的关系进行了实证分析研究,并以此为基础,有针对性地提出了提升HR银行员工敬业度水平的管理建议,为HR银行提升员工敬业度、提高工作绩效提供一些有价值的参考。 本文的研究分为以下四个部分内容：第一部分是相关文献的梳理和述评,对国内外关于员工敬业度、工作绩效以及两者之间关系的相关文献进行整理和总结；第二部分是在相关文献梳理和述评的基础上,提出本文的研究设计和假设；第三部分是对HR银行的员工敬业度、工作绩效情况进行测量和分析,包括不同人口统计学变量的员工敬业度差异性、员工敬业度与工作绩效之间的关系等内容；第四部分是根据前述分析结果,提出HR银行提升员工敬业度水平的管理建议。 本文的主要结论有：一是HR银行整体员工敬业度水平处于高绩效／最佳雇主地带,高于金融行业平均水平,低于最佳雇主水平；二是不同人口统计学变量(年龄、学历、任职时间等)对HR银行员工敬业度的影响有显著差异；三是HR银行员工敬业度与工作绩效呈正相关关系。 本文的主要创新点有：一是在国内外关于员工敬业度、工作绩效以及两者之间的关系研究的基础上,从微观企业的视角,以HR银行员工为研究对象,进行实证分析,为相关企业实践和学术研究提供有价值的参考；二是对HR银行员工作绩效的评价,采用的是来自平衡计分卡的考核结果,比采用问卷调查方式获取工作绩效评价更加接近真实情况；三是分条线维度、机构维度、公司业务营销团队维度,对HR银行员工敬业度与工作绩效两者之间的关系进行了相关分析和回归分析,得出了研究假设的结果；四是根据实证分析得出的结果,对HR银行的员工敬业度情况作了详细的成因分析,并据此提出了提升员工敬业度、提高工作绩效的4个方面的管理建议。
[Abstract]:With the rapid development of our economy and the popularity of modern enterprise system, employee engagement has attracted more and more attention from the business community. Relevant research data also show that employee engagement has a significant impact on job performance. The reality is that our staff's engagement is maintained at a lower level. How to improve employee engagement and improve job performance through effective management is a problem that every enterprise must think about. HR Bank is a regional commercial bank with only three years of reorganization. In the past three years, thanks to the impact of restructuring dividends, HR banks have grown rapidly, with significant growth in assets and staff. Of particular note, the new staff from 38 banks, with different professional backgrounds. In this case, the measurement and analysis of employee engagement becomes an important means to find out problems, find rules, improve employee engagement and promote organizational performance. About the enterprise employee engagement and the work performance, domestic and foreign scholars have carried out a lot of related research. On this basis, this paper makes an empirical study on the employee engagement, job performance and the relationship between them in HR Bank, and on the basis of this, puts forward some management suggestions to improve the employee engagement level of HR Bank. To provide some valuable reference for HR Bank to enhance employee engagement and improve job performance. The research of this paper is divided into the following four parts: the first part is the review and review of the relevant literature on employee engagement, job performance and the relationship between the two to sort out and summarize the relevant literature at home and abroad; The second part is on the basis of combing and reviewing the relevant literature, put forward the research design and hypothesis of this paper; the third part is to measure and analyze the employee engagement, work performance of HR bank. Including different demographic variables of employee engagement differences, the relationship between employee engagement and job performance. The fourth part is based on the above analysis results, proposed HR Bank to improve the level of employee engagement management recommendations. The main conclusions of this paper are as follows: first, the overall employee engagement level of HR Bank is in the high performance / best employer zone, which is higher than the average level of the financial industry and lower than the best employer level; There are significant differences in the influence of employee engagement of HR bank on the employee engagement, and the third is the positive correlation between employee engagement and job performance in HR bank. The main innovations of this paper are as follows: first, on the basis of the research on employee engagement, job performance and the relationship between them at home and abroad, from the perspective of micro enterprises, taking HR bank staff as the research object, this paper makes an empirical analysis. To provide valuable reference for relevant enterprise practice and academic research; second, to evaluate the performance of HR bank staff, using the results from the balanced scorecard, It is closer to the real situation than obtaining job performance evaluation by questionnaire. Thirdly, it is divided into three dimensions: line dimension, organization dimension, business marketing team dimension. The correlation analysis and regression analysis of the relationship between employee engagement and job performance of HR Bank are carried out, and the results of the research hypotheses are obtained. Fourth, according to the results of empirical analysis, the relationship between employee engagement and job performance is analyzed. This paper makes a detailed analysis on the causes of employee engagement in HR Bank, and puts forward four management suggestions on how to enhance employee engagement and improve job performance.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33
本文编号：2243576
[Abstract]:With the rapid development of our economy and the popularity of modern enterprise system, employee engagement has attracted more and more attention from the business community. Relevant research data also show that employee engagement has a significant impact on job performance. The reality is that our staff's engagement is maintained at a lower level. How to improve employee engagement and improve job performance through effective management is a problem that every enterprise must think about. HR Bank is a regional commercial bank with only three years of reorganization. In the past three years, thanks to the impact of restructuring dividends, HR banks have grown rapidly, with significant growth in assets and staff. Of particular note, the new staff from 38 banks, with different professional backgrounds. In this case, the measurement and analysis of employee engagement becomes an important means to find out problems, find rules, improve employee engagement and promote organizational performance. About the enterprise employee engagement and the work performance, domestic and foreign scholars have carried out a lot of related research. On this basis, this paper makes an empirical study on the employee engagement, job performance and the relationship between them in HR Bank, and on the basis of this, puts forward some management suggestions to improve the employee engagement level of HR Bank. To provide some valuable reference for HR Bank to enhance employee engagement and improve job performance. The research of this paper is divided into the following four parts: the first part is the review and review of the relevant literature on employee engagement, job performance and the relationship between the two to sort out and summarize the relevant literature at home and abroad; The second part is on the basis of combing and reviewing the relevant literature, put forward the research design and hypothesis of this paper; the third part is to measure and analyze the employee engagement, work performance of HR bank. Including different demographic variables of employee engagement differences, the relationship between employee engagement and job performance. The fourth part is based on the above analysis results, proposed HR Bank to improve the level of employee engagement management recommendations. The main conclusions of this paper are as follows: first, the overall employee engagement level of HR Bank is in the high performance / best employer zone, which is higher than the average level of the financial industry and lower than the best employer level; There are significant differences in the influence of employee engagement of HR bank on the employee engagement, and the third is the positive correlation between employee engagement and job performance in HR bank. The main innovations of this paper are as follows: first, on the basis of the research on employee engagement, job performance and the relationship between them at home and abroad, from the perspective of micro enterprises, taking HR bank staff as the research object, this paper makes an empirical analysis. To provide valuable reference for relevant enterprise practice and academic research; second, to evaluate the performance of HR bank staff, using the results from the balanced scorecard, It is closer to the real situation than obtaining job performance evaluation by questionnaire. Thirdly, it is divided into three dimensions: line dimension, organization dimension, business marketing team dimension. The correlation analysis and regression analysis of the relationship between employee engagement and job performance of HR Bank are carried out, and the results of the research hypotheses are obtained. Fourth, according to the results of empirical analysis, the relationship between employee engagement and job performance is analyzed. This paper makes a detailed analysis on the causes of employee engagement in HR Bank, and puts forward four management suggestions on how to enhance employee engagement and improve job performance.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33
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