招商银行员工满意度调查研究

发布时间：2018-11-24 21:33

【摘要】：随着我国经济跨越式的发展,经济全球化已经成为势不可挡的时代浪潮,汹涌地向我们袭来。改革开放三十年的政策红利让众多企业走向世界前端,招商银行作为商业银行业的龙头企业,占据着重要的地位,为我国经济发展做出了巨大贡献。然而近年来经济增速持续放缓,新常态成为我国经济真实写照,如何从低附加价值供应方式转变为功能创新、自主研发的高附加值供应方式成为众多企业深思的重要问题。为了适应外界激烈的竞争环境,不少企业开始探索新的人才培养模式,不断调整人才结构,优化培训方式,探索解决高人力成本、人才外流、人力资源管理效率低下等问题的有效方法,管理者们开始以更为前瞻的视角揣度着企业发展大趋势。本文在参考借鉴已有的研究成果基础之上,结合目前招商银行人力资源现状,编制了具有公司特色的员工满意度调查表,对昆明市部分招商银行一级管理人员、二级管理人员、员工进行问卷调查,发放问卷250份,回收有效问卷198份。运用SPSS软件对调查结果进行统计和分析,旨在了解商业银行员工对工作各个维度的满意度情况,找出员工满意度低下的主要原因,并针对问题提出改进商业银行员工满意度的对策与建议。本研究主要得到以下结论：(1)经过实地调查和问卷因子分析,员工满意度主要由五个主要影响因子构成,分别是工作本身、薪酬水平、人际关系、晋升及个人发展以及组织制度与管理；(2)被调查招商银行员工对工作总体满意度评价为3.56分,超过及格水平,员工对工作总体感觉较为满意。在五个主要影响因子中,员工对薪酬水平的评价最高,对晋升及个人发展评价最低；(3)通过独立样本T检验得到员工性别会显著影响员工满意度,并且女性员工总体评价高于男性员工；(4)通过单因素方差分析得到员工年龄、职级、工龄都对工作满意度产生显著影响；基于以上结论,本文从丰富工作内容、保障薪酬分配公平性、建立畅通的沟通渠道、提高培训有效性、提供广阔的职业发展空间以及完善企业各项管理机制等方面提出了改善员工满意度,提高工作积极性,提升人力资源管理能力的具体建议。
[Abstract]:With the development of our country's economy, economic globalization has become an unstoppable tide of times. The policy dividend of 30 years of reform and opening up makes many enterprises go to the front end of the world. China Merchants Bank, as the leading enterprise of commercial banking, occupies an important position and has made great contributions to the economic development of our country. However, in recent years, the economic growth rate has been slowing, and the new normal has become the true portrayal of our economy. How to change from low value-added supply mode to functional innovation, and how to develop independent research and development of high value-added supply mode has become an important issue for many enterprises to ponder. In order to adapt to the fierce external competitive environment, many enterprises have begun to explore new talent training models, constantly adjust the talent structure, optimize training methods, and explore solutions to high manpower costs and brain drain. With the effective methods of low efficiency of human resource management, managers begin to speculate on the trend of enterprise development from a more forward-looking perspective. On the basis of referring to the existing research results and combining the current human resource situation of China Merchants Bank, this paper has compiled the employee satisfaction questionnaire with company characteristics, to some of the first and second level managers of China Merchants Bank in Kunming. The staff conducted a questionnaire survey, distributed 250 questionnaires, and recovered 198 valid questionnaires. By using SPSS software to analyze the survey results, the purpose of this paper is to find out the main reasons for the low satisfaction of the employees in the commercial banks, in order to understand the satisfaction of the employees in all dimensions of their work. To solve the problem, the paper puts forward the countermeasures and suggestions to improve the employee satisfaction of commercial banks. The main conclusions of this study are as follows: (1) through field investigation and questionnaire factor analysis, employee satisfaction is mainly composed of five main influencing factors, namely, job itself, salary level, interpersonal relationship, etc. Promotion and personal development as well as organizational system and management; (2) the employees of China Merchants Bank surveyed had a total job satisfaction rating of 3.56 points, which exceeded the passing level, and the employees were more satisfied with the overall job satisfaction. Among the five main influencing factors, employees' evaluation of salary level is the highest, and that of promotion and personal development is the lowest. (3) the results of independent sample T test showed that gender significantly affected employee satisfaction, and the overall evaluation of female employees was higher than that of male employees. (4) univariate ANOVA showed that age, rank and length of service had significant effects on job satisfaction; Based on the above conclusions, this paper aims to enrich the work content, ensure the fairness of salary distribution, establish unblocked communication channels, and improve the effectiveness of training. To provide broad career development space and improve the management mechanism of enterprises, this paper puts forward some concrete suggestions to improve employee satisfaction, work enthusiasm and human resource management ability.
【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F832.33

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