D公司员工幸福感提升的案例研究
发布时间：2021-06-17 03:43
在近几年,随着社会经济的发展,幸福指数的高低更是成了衡量一个社会、一个国家发展进步的文明程度,于是,民众“幸福与否”成为国家各级领导和管理部门所关注的焦点之一。在国家如此倡导人民幸福生活、快乐工作的大背景下,作为广东省一家国有混合所有制D公司,经过三十年的发展,在新的发展形势下,既面临着难得的市场机遇,也面临着巨大的挑战,提升全体员工幸福感,是摆在D公司面前的一个重要课题。本研究以幸福感相关理论作为指导,通过文献研究法、半结构化深度访谈法以及专家意见咨询法对D公司员工幸福感的现状进行分析,发现存在的主要问题并最终针对问题提出了适合于D公司的建议。同时,根据幸福感研究,就提升D公司员工幸福感的明确了措施,主要从工作满意度、个人成长、生活保障、企业服务、民主管理等方面提出改善措施。本文通过对D公司员工幸福感提升机制方面的研究,力求从理论联系实际的视角探寻出一套适合D公司员工幸福感提升的思路和方法,一方面可以使企业提高工作业绩,降低缺勤率和离职率;另一方面可以提升员工自身的实力,增加员工之间的沟通,为劳资双方建立起和谐的关系;第三可以为构建和谐社会,发展社会经济提供坚强的后盾。同时也为工程、...
【文章来源】：广东外语外贸大学广东省
【文章页数】：88 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
ChapterⅠ Introduction
1.1 Proposal of research questions
1.2 Research purpose and significance
1.2.1 Research purposes
1.2.2 Research significance
1.3 Research methods and ideas
1.3.1 Research method
1.3.2 Research train of thought
Chapter Ⅱ literature review
2.1 Definition of concepts
2.1.1 Understanding of happiness
2.1.2 Sense of happiness
2.1.3 Human resource practice
2.2 Motivation theory
2.2.1 Maslow's hierarchy of needs
2.2.2 Expectancy theory
2.3 The theory of happiness and its influencing factors
2.3.1 Development of theories about happiness at home and abroad
2.3.2 Human resource practice and employee happiness
2.4 Research trends of happiness of employees in state-owned enterprises
Chapter Ⅲ Case Description
3.1 Company D introduction
3.2 Current situation of human resources development of company D
3.2.1 Project operation and personnel efficiency
3.2.2 Overall staffing analysis
3.3 D company's current performance of existing problems
3.3.1 Lack of effective salary incentive measures
3.3.2 Lack of perfect training and selection mechanism and narrow career promotion channels
3.3.3 Failure to allocate post resources reasonably and optimize work procedures
3.3.4 High cost of living
3.3.5 The work family of employees is not balanced
Chapter Ⅳ case analysis
4.1 Semi structured in-depth interview
4.1.1 Design of semi-structured in-depth interview outline
4.1.2 The implementation of semi-structured in-depth interview
4.1.3 Analysis of interview data
4.2 The present situation and problems of employee's happiness reflected in the interview
4.2.1 Salary and welfare,working atmosphere and employees'career development in job happiness
4.2.2 Enterprise humanistic care,enterprise service and life guarantee in life happiness
4.2.3 Participation in management,personal growth and development and establishment of sense of belonging in psychological well-being
4.3 An analysis of the influencing factors of the low happiness of the employees in company D
4.3.1 Corporate culture
4.3.2 Human resource management
4.3.3 leadership behavior
Chapter Ⅴ Measures and Suggestions for Increasing the Happiness of Employees of Company D
5.1 Strengthening the humanistic care and the sense of belonging of employees through the implementation of corporate culture and welfare security work
5.2 Establishing long-term incentive mechanism and salary guarantee mechanism through committed human resource system
5.3 Further strengthen employees'participation in enterprise management through the construction of incentive system
5.4 Create a good working atmosphere by advocating service-oriented leadership
5.5 Build a platform for employee growth and development through good talent echelon construction
5.6 Optimize work procedures by continuously rationally allocating resources
Chapter Ⅵ Research Conclusions and Discussion
6.1 Analysis conclusion
6.2 Inadequate research and research prospects
Reference
Appendix
Appendix Ⅰ:Outline of Semi-structured In-depth Interviews on Company D's Employee Happiness Research
Appendix Ⅱ:Classification and Statistics of Main Factors Influencing Employees'Happiness
本文编号：3234394
【文章来源】：广东外语外贸大学广东省
【文章页数】：88 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
ChapterⅠ Introduction
1.1 Proposal of research questions
1.2 Research purpose and significance
1.2.1 Research purposes
1.2.2 Research significance
1.3 Research methods and ideas
1.3.1 Research method
1.3.2 Research train of thought
Chapter Ⅱ literature review
2.1 Definition of concepts
2.1.1 Understanding of happiness
2.1.2 Sense of happiness
2.1.3 Human resource practice
2.2 Motivation theory
2.2.1 Maslow's hierarchy of needs
2.2.2 Expectancy theory
2.3 The theory of happiness and its influencing factors
2.3.1 Development of theories about happiness at home and abroad
2.3.2 Human resource practice and employee happiness
2.4 Research trends of happiness of employees in state-owned enterprises
Chapter Ⅲ Case Description
3.1 Company D introduction
3.2 Current situation of human resources development of company D
3.2.1 Project operation and personnel efficiency
3.2.2 Overall staffing analysis
3.3 D company's current performance of existing problems
3.3.1 Lack of effective salary incentive measures
3.3.2 Lack of perfect training and selection mechanism and narrow career promotion channels
3.3.3 Failure to allocate post resources reasonably and optimize work procedures
3.3.4 High cost of living
3.3.5 The work family of employees is not balanced
Chapter Ⅳ case analysis
4.1 Semi structured in-depth interview
4.1.1 Design of semi-structured in-depth interview outline
4.1.2 The implementation of semi-structured in-depth interview
4.1.3 Analysis of interview data
4.2 The present situation and problems of employee's happiness reflected in the interview
4.2.1 Salary and welfare,working atmosphere and employees'career development in job happiness
4.2.2 Enterprise humanistic care,enterprise service and life guarantee in life happiness
4.2.3 Participation in management,personal growth and development and establishment of sense of belonging in psychological well-being
4.3 An analysis of the influencing factors of the low happiness of the employees in company D
4.3.1 Corporate culture
4.3.2 Human resource management
4.3.3 leadership behavior
Chapter Ⅴ Measures and Suggestions for Increasing the Happiness of Employees of Company D
5.1 Strengthening the humanistic care and the sense of belonging of employees through the implementation of corporate culture and welfare security work
5.2 Establishing long-term incentive mechanism and salary guarantee mechanism through committed human resource system
5.3 Further strengthen employees'participation in enterprise management through the construction of incentive system
5.4 Create a good working atmosphere by advocating service-oriented leadership
5.5 Build a platform for employee growth and development through good talent echelon construction
5.6 Optimize work procedures by continuously rationally allocating resources
Chapter Ⅵ Research Conclusions and Discussion
6.1 Analysis conclusion
6.2 Inadequate research and research prospects
Reference
Appendix
Appendix Ⅰ:Outline of Semi-structured In-depth Interviews on Company D's Employee Happiness Research
Appendix Ⅱ:Classification and Statistics of Main Factors Influencing Employees'Happiness
本文编号：3234394
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