新生代机务维修员工归属感研究
发布时间：2019-05-15 11:55
【摘要】：随着时间的推移,“80后”“90后”逐渐成为职场主力,他们也受到了各界的关注,他们因其成长环境及背景而具有其独有的特色,他们富有挑战精神,但同时又因各种压力对组织的归属感也在降低,其结果是,高离职率成了一个现实问题。本文以机务维修行业的“80后”“90后”员工为研究对象,通过问卷、访谈等形式,调查研究新生代机务维修员工归属感现状,分析这部分群体的归属感现状及其影响因素,探索提高新生代机务维修员工归属感的有效方法。本文首先确定了研究范畴和对象,初步完成对研究框架的设计,梳理了国内外关于归属感的相关理论,以此为基础完成研究设计,采用文献查阅法和访谈法收集信息,并根据收集的信息结合行业特点提出研究假设。然后,编制并发布问卷量表,利用统计软件SPSS分析数据,对研究假设进行实证分析。研究结果包括:(1)从目前新生代机务维修员工组织归属感现状看,行业内员工组织归属感较低,其中男性员工归属感显著低于女员工。但是,不同年龄、在单位工作时间、学历的员工的归属感并不存在显著差异;(2)工作回报、组织公平、文化认同、人际环境、工作本身五个变量与员工组织归属感成正相关;(3)新生代机务维修员工受年龄、工龄、学历等影响,其归属感影响变量对其归属感的影响程度存在差异;(4)文化认同作为归属感的影响变量,对员工归属感的影响作用最为显著。最后,在实证研究结论的基础上,本文从组织制度建设、文化建设、激励机制建设三个方面着手提出了对策,(1)组织制度建设方面提出了建立民主平等组织关系、拓宽员工沟通渠道、重视制度公平、人性化管理制度;(2)文化建设方面提出了文化建设上要重视人的价值、发挥“师徒文化”的传导机制、将企业文化植入员工的心中;(3)薪酬福利建设方面提出了建立以长期承诺为前提的的薪酬福利结构、建立与需求相匹配的福利政策、公平公开的职业晋升机制、建立能力与需求相匹配的培训方式
[Abstract]:With the passage of time, the "post-80s" and "post-90s" have gradually become the main force in the workplace, and they have also received the attention of all walks of life. They have their unique characteristics because of their growing environment and background, and they are full of challenging spirit. But at the same time, due to various pressures, the sense of belonging to the organization is also decreasing, the result is that the high turnover rate has become a practical problem. This paper takes the post-80s "post-90s" employees in the aircraft maintenance industry as the research object, through questionnaires and interviews, investigates and studies the present situation of the new generation of mechanical maintenance employees' sense of belonging, and analyzes the present situation and influencing factors of this group's sense of belonging. To explore the effective methods to improve the sense of belonging of the new generation of aircraft maintenance staff. This paper first determines the scope and object of the study, initially completes the design of the research framework, combs the relevant theories about the sense of belonging at home and abroad, on the basis of which the research design is completed, and the literature review method and interview method are used to collect the information. According to the collected information combined with the characteristics of the industry, the research hypothesis is put forward. Then, the questionnaire is compiled and issued, and the research hypothesis is empirically analyzed by using the statistical software SPSS to analyze the data. The results are as follows: (1) from the current situation of organizational belonging of the new generation of aircraft maintenance employees, the sense of organizational belonging of the employees in the industry is low, and the sense of belonging of the male employees is significantly lower than that of the female employees. However, there is no significant difference in the sense of belonging of employees with different ages, working hours and academic qualifications. (2) the five variables of job return, organizational fairness, cultural identity, interpersonal environment and work itself are positively correlated with employees' sense of organizational belonging; (3) the influence of age, length of service and educational background on the sense of belonging of the new generation of maintenance staff is different, and the influence of the variables of the sense of belonging on their sense of belonging is different. (4) as the influence variable of the sense of belonging, cultural identity has the most significant effect on the sense of belonging of employees. Finally, on the basis of the empirical research conclusions, this paper puts forward some countermeasures from three aspects: the construction of organizational system, the construction of culture and the construction of incentive mechanism. (1) the construction of organizational system puts forward the establishment of democratic and equal organizational relationship. Broaden the communication channels of employees, attach importance to institutional fairness, humanized management system; (2) in the aspect of cultural construction, it is put forward that we should attach importance to the value of human beings in cultural construction, give full play to the transmission mechanism of "teacher and apprentice culture", and plant corporate culture in the hearts of employees; (3) in the aspect of salary and welfare construction, this paper puts forward the establishment of salary and welfare structure based on long-term commitment, the establishment of welfare policy matching with demand, the fair and open career promotion mechanism, and the establishment of training mode in which ability and demand match.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
本文编号：2477483
[Abstract]:With the passage of time, the "post-80s" and "post-90s" have gradually become the main force in the workplace, and they have also received the attention of all walks of life. They have their unique characteristics because of their growing environment and background, and they are full of challenging spirit. But at the same time, due to various pressures, the sense of belonging to the organization is also decreasing, the result is that the high turnover rate has become a practical problem. This paper takes the post-80s "post-90s" employees in the aircraft maintenance industry as the research object, through questionnaires and interviews, investigates and studies the present situation of the new generation of mechanical maintenance employees' sense of belonging, and analyzes the present situation and influencing factors of this group's sense of belonging. To explore the effective methods to improve the sense of belonging of the new generation of aircraft maintenance staff. This paper first determines the scope and object of the study, initially completes the design of the research framework, combs the relevant theories about the sense of belonging at home and abroad, on the basis of which the research design is completed, and the literature review method and interview method are used to collect the information. According to the collected information combined with the characteristics of the industry, the research hypothesis is put forward. Then, the questionnaire is compiled and issued, and the research hypothesis is empirically analyzed by using the statistical software SPSS to analyze the data. The results are as follows: (1) from the current situation of organizational belonging of the new generation of aircraft maintenance employees, the sense of organizational belonging of the employees in the industry is low, and the sense of belonging of the male employees is significantly lower than that of the female employees. However, there is no significant difference in the sense of belonging of employees with different ages, working hours and academic qualifications. (2) the five variables of job return, organizational fairness, cultural identity, interpersonal environment and work itself are positively correlated with employees' sense of organizational belonging; (3) the influence of age, length of service and educational background on the sense of belonging of the new generation of maintenance staff is different, and the influence of the variables of the sense of belonging on their sense of belonging is different. (4) as the influence variable of the sense of belonging, cultural identity has the most significant effect on the sense of belonging of employees. Finally, on the basis of the empirical research conclusions, this paper puts forward some countermeasures from three aspects: the construction of organizational system, the construction of culture and the construction of incentive mechanism. (1) the construction of organizational system puts forward the establishment of democratic and equal organizational relationship. Broaden the communication channels of employees, attach importance to institutional fairness, humanized management system; (2) in the aspect of cultural construction, it is put forward that we should attach importance to the value of human beings in cultural construction, give full play to the transmission mechanism of "teacher and apprentice culture", and plant corporate culture in the hearts of employees; (3) in the aspect of salary and welfare construction, this paper puts forward the establishment of salary and welfare structure based on long-term commitment, the establishment of welfare policy matching with demand, the fair and open career promotion mechanism, and the establishment of training mode in which ability and demand match.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
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