银行业知识型员工的激励因素对忠诚度的影响研究

发布时间：2018-10-20 08:30

【摘要】：当前,上海仍处于朝着国际金融中心目标不断推进的道路上,人才这一要素可谓是重中之重。银行业作为一个知识型员工集聚的行业,呈现着“年轻化、高学历”的蓬勃态势。从人才激励的角度上来看,企业如果能更加有效激励行业中的人才力量,就能实现对人力资本的合理配置。本文针对知识型员工激励这一问题,以金融行业中最具代表性的银行业为大范围,就银行业知识型员工的需求特征、激励因素进行研究,并探究知识型员工激励因素的感受对员工忠诚度影响的效果,为银行业的企业人力资管理提供基础的参考。现有研究鲜有从员工自身需求和激励层面去探究忠诚度的影响因素,另一方面,对上海银行业知识型员工的激励模型也没有清晰的框架。本文基于以往的研究成果,对这两点进行了改进。首先,对国内外学者研究知识型员工特征的文献进行汇总,以及就其所处环境影响因素对其需求进行分析。同时在以往学者对激励理论、知识型员工激励因素研究的基础上,提炼适合银行业知识型员工的四大激励因素:薪酬福利因素、个人成长因素、工作因素、业务成就因素;其次通过定量分析知识型员工的激励因素与态度忠诚、行为忠诚两个维度之间的关系模型。通过SPSS和AMOS软件对数据进行统计分析,实证结果表明:(1)银行业知识型员工的激励因素可分为薪酬福利、个人成长、业务成就、工作因素等四个维度;(2)薪酬福利、个人成长因素对态度忠诚、行为忠诚均有正向影响;(3)业务成就因素对行为忠诚有正向影响,对态度忠诚无正向影响;(4)工作因素对态度忠诚有正向影响,对行为忠诚无正向影响。通过以上的实证分析和研究,论文最后提出了对于银行业的激励制度的建设意见。对知识型员工的有效激励能提高忠诚度,减少人员的流失。第一,完善薪酬福利制度,提供有竞争力的薪酬回报;第二,关注员工的个人成长,激励知识型员工;第三,关注员工的精神需求,包括工作激励和业务成就激励。
[Abstract]:At present, Shanghai is still on the way towards the goal of international financial center. Banking industry as a knowledge-based staff gathering industry, showing a "younger, higher education" vigorous situation. From the point of view of talent incentive, if the enterprise can motivate the talents in the industry more effectively, it can realize the rational allocation of human capital. Aiming at the problem of motivation of knowledge workers, this paper takes the banking industry, which is the most representative banking industry, as a large scale, to study the demand characteristics and incentive factors of knowledge workers in banking industry. It also explores the effect of motivation factors on employee loyalty and provides the basic reference for human capital management in banking industry. Few studies have explored the influence factors of loyalty in terms of employees' needs and incentives. On the other hand, there is no clear framework for the incentive model of knowledge workers in Shanghai banking industry. Based on the previous research results, this paper improves these two points. Firstly, the literature on the characteristics of knowledge workers at home and abroad is summarized, and the demand of knowledge workers is analyzed according to the factors affecting their environment. At the same time, on the basis of previous scholars' research on incentive theory and motivation factors of knowledge workers, four incentive factors suitable for knowledge workers in banking industry are refined: salary and welfare factor, personal growth factor, work factor and business achievement factor; Secondly, the relationship model between motivation factors and attitude loyalty and behavior loyalty of knowledge workers is analyzed quantitatively. Through the statistical analysis of data by SPSS and AMOS, the empirical results show that: (1) the incentive factors of knowledge workers in banking industry can be divided into four dimensions: salary benefits, personal growth, business achievements, work factors, and (2) salary benefits. Personal growth factors have positive effects on attitude loyalty and behavior loyalty; (3) business achievement factors have positive influence on behavior loyalty, but have no positive influence on attitude loyalty; (4) work factors have positive influence on attitude loyalty, but no positive effect on behavior loyalty. Through the above empirical analysis and research, the paper finally puts forward suggestions for the construction of the banking incentive system. Effective motivation for knowledge workers can improve loyalty and reduce staff turnover. First, improve the compensation and welfare system to provide competitive compensation returns; second, pay attention to the personal growth of employees, motivate knowledge workers; third, pay attention to the spiritual needs of employees, including job motivation and business achievement incentives.
【学位授予单位】：上海外国语大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.3

【参考文献】