杭金衢高速杭绍管理处员工敬业度提升策略研究

发布时间：2018-06-01 00:45

本文选题：杭金衢高速 + 内部营销　；参考：《吉林大学》2013年硕士论文

【摘要】：随着经济环境的快速变化和竞争的日益激烈，越来越多的管理者意识到：要提高员工敬业度，激励员工努力工作，为组织做出贡献。因此，如何调动员工的积极性，提高他们的敬业度是困扰企业管理者的主要问题之一。近年来，高速公路大发展的同时，行业竞争强度也在逐步加强，作为高速公路管理公司，其获取竞争优势的关键在于提升服务，而服务的主体又在于员工，因而需要关注员工敬业度提升问题。本文以浙江省交通投资集团有限公司杭金衢分公司杭绍管理处（以下简称为杭金衢高速公路杭绍管理处）为研究对象，试图从内部营销、工作满意与员工敬业度的关系角度出发，，探讨员工敬业度的影响因素，为企业的人力资源管理和长远发展提供一定的理论支持和实践指导。本文首先回顾梳理了有关内部营销、工作满意与员工敬业度的相关文献，然后在相关理论研究的基础上建立了本文的研究模型，通过研究发现：内部营销与员工敬业度、工作满意与员工敬业度之间存在显著的相关性。根据研究结果，我们针对杭金衢高速公路杭绍管理处提出通过教育、培训来提高员工对组织的认同感，并通过建立畅通的上行下达沟通渠道，来提高员工对组织的认同感；同时，提出开展员工的岗位轮换机制，提高员工技能多样性，提高员工在工作中获得的满意感。未来研究应该在注重定性研究方法的采用，注意通过访谈调研发现杭绍管理处员工敬业度提升方面更为微观的问题和改进策略。
[Abstract]:With the rapid changes in the economic environment and the increasingly fierce competition, more and more managers are aware of the importance of improving employee engagement, encouraging employees to work hard and making contributions to the organization. Therefore, how to mobilize the enthusiasm of the employees and improve their professionalism is one of the main problems that perplex the managers in recent years. At the same time, the intensity of competition in the industry is also gradually strengthened. As a highway management company, the key to obtaining competitive advantages lies in the promotion of service, and the main body of the service lies in the staff, so it is necessary to pay attention to the promotion of employee engagement.
This article is based on the Hangzhou Shaoxing Management Office of Zhejiang Provincial Traffic Investment Group Co., Ltd., Hangzhou Shaoxing management department (hereinafter referred to as Hang Jinqu Expressway Hangzhou Shaoxing Management Office) as the research object, trying to explore the influencing factors of employee engagement from the angle of the relationship between internal marketing, job satisfaction and employee engagement. This paper first reviews the relevant literature about internal marketing, job satisfaction and employee engagement, and then builds the research model based on the relevant theoretical research. Through the research, we find that internal marketing and employee engagement, job satisfaction and employee engagement are found. There is a significant correlation between them.
According to the results of the study, we put forward the education, training and training to improve the sense of identity of the organization through education and training, and to improve the sense of identity of the organization through the establishment of an unimpeded uplink communication channel. At the same time, we put forward the mechanism of job rotation for employees to improve the diversity of employees' skills and improve their skills. The future research should pay attention to the adoption of qualitative research methods, and pay attention to the more micro problems and improvement strategies in the promotion of employee engagement in the Hangzhou Management Department through interview research.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F542.6

【参考文献】