QD机场员工满意度分析及对策研究

发布时间：2018-03-16 20:23

本文选题：QD机场　切入点：员工满意度　出处：《中国海洋大学》2013年硕士论文　论文类型：学位论文

【摘要】：民航业是中国的“朝阳产业”,富有无限活力和挑战。随着2002年机场属地化改革的推进,机场被定位为企业,迫使它们从过去只注重运行管理,发展到重视全面管理,特别是对员工的激励开发管理。QD机场作为区域性枢纽机场和面向日韩的门户机场,应当不断建立健全与其发展势头相匹配的包括工作环境、薪酬待遇、组织文化、在职培训、人才发展、工作关系等在内的人力资源管理体系,使员工的整体满意度水平得到提高,从而推进企业战略的发展和效益目标的实现。本文结合QD机场的人力资源现状,首先采用问卷调查方法,设置员工整体满意度、工作本身满意度、工作条件满意度、工作回报满意度、组织环境满意度和工作关系满意度六个维度,对员工的满意度基本数据进行了收集和处理,运用SPSS软件对调查结果进行统计和分析,掌握了影响QD机场员工满意度的基本因素和存在的问题,并结合员工访谈、文献查阅等研究方法,使本文的研究更为客观、真实、有效。本文的研究将影响QD机场员工满意度的因素归纳为显性报酬和隐性报酬。并且认为,QD机场的员工满意度尽管在调查中显示处于中上游水平,但距离十分理想状态还有一定差距。员工受职位、岗位、文化程度等条件限制,对机场各方面因素的满意程度不尽相同。工作中的环境、组织文化、薪酬待遇、培训等因素也对员工满意度产生着不同程度的影响。若要将QD机场员工满意度引入一个较高水平,就必须实现显性薪酬和隐性薪酬的共同提高。持续改善员工工作环境,实现绩效考核与工资挂钩的薪酬模式,考虑人才的差异化薪酬标准。同时,大力发展企业文化,倡导国际、国内和本土文化的融会贯通,发挥安全文化和服务文化的核心作用,完善在职员工培训和人才发展战略等。本文在QD机场完成用工制度改革后的背景下,首次对员工进行了满意度问卷调查,为进一步修订和完善规则提供了事实依据。提出了“显性报酬-隐性报酬”的组合模型,具有实用性和可操作性,对QD机场提高员工满意度水平具有借鉴意义。
[Abstract]:The aviation industry is Chinese "sunrise industry", full of infinite vitality and challenges. With the 2002 airport localization reform, airport is located for the enterprise, forcing them from the past only pay attention to the operation and management, to pay attention to comprehensive management, especially the development of staff incentive management of.QD airport as a regional hub airport and oriented South Korea's gateway airport should continue to establish a sound momentum of development and matching including working environment, salary, organizational culture, job training, talent development, working relationship, human resources management system, to improve the level of employee satisfaction, so as to promote the development of enterprise strategy and objectives.
In combination with the present situation of human resources at QD airport, firstly, using the method of questionnaire investigation, set up overall employee satisfaction, job satisfaction, satisfaction with working conditions, job reward satisfaction, six dimensions of organizational environment and job satisfaction relationship satisfaction, employee satisfaction of basic data were collected and processed using SPSS software statistics and analysis the results of the survey, grasp the basic factors affecting QD airport employee satisfaction and problems, combined with interviews, literature review and other research methods, make this research more objective, true and effective. This article will study the influence factors of QD airport employee satisfaction into explicit rewards and implicit reward and that. QD, the airport staff satisfaction in spite of the survey in the upper level, but the distance is the ideal state. There is a certain gap between employees by job positions The degree of culture, limit conditions, degree of satisfaction with the airport factors are not the same. In the work environment, organizational culture, salary, influence the training factors on employee satisfaction. If you want to QD airport employee satisfaction into a higher level, to jointly improve must realize the explicit compensation and hidden compensation. Continuous improvement working environment, implementation of performance appraisal and salary compensation model, considering the talent's different compensation standards. At the same time, the development of corporate culture, promote international, domestic and local culture together, play a central role in safety culture and service culture, improve staff training and talent development strategy.
This paper completed the reform of employment system of the background at QD airport, for the first time for employee satisfaction survey, provide the basis for further revision and perfection of rules. Proposed a combination model of explicit implicit reward reward ", has the practicability and maneuverability, with reference to QD airport to improve the level of employee satisfaction.

【学位授予单位】：中国海洋大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F562.6;F272.92

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