湖南省职业病防治机构人员工作满意度与人力资源管理质量相关分析

发布时间：2018-05-28 10:15

本文选题：职业病防治机构 + 人员工作满意度　；参考：《中南大学》2012年硕士论文

【摘要】：[目的]了解湖南省职业病防治机构人员工作满意度及对湖南省职业病防治机构人力资源管理质量进行相关分析,为今后湖南省职防机构制定人力资源管理方案提供科学依据。 [方法]问卷调查法,结构方程模型分析。全省各级职防机构人员随机抽查。问卷发放对象将分布到各个级别职防机构,并涵盖所有部门。全省有职防机构：省级机构1个,是问卷发放对象；市级机构5个。每个机构内部再按职业岗位、科室进行分层抽样,发放问卷350份。量表选择：1、工作满意度量表：采用1967年David J.Weiss等人编制的明尼苏达满意度短式量表,问卷采用Likert5点评分法。2、人力资源管理量表：采用由R Likert1997年提出的人力资源指数(Human Resource Index)来制作职防机构人力资源管理量表。本研究除了利用Proquest, Elsevier Science, CNKI、维普等数据库,以及互联网检索本研究所涉及的国内外相关研究文献资料进行文献研究外,主要采用了问卷调查法等对所研究的问题进行分析,运用了SPSS17.0和AMOS17.0两种软件工具。主要运用方法：描述性统计分析、信度分效度分析、相关分析及回归分析。 [结果]①满意度量表信度检验Cronbach's a值为0.923,效度检验中GFI、AGFI、NFI及CFI值均大于0.7, RMSEA小于0.1,CMIN/df值为3.222。人力资源管理质量得分评价量表得到Cronbach's a值为0.980大于0.9,效度检验中,RMSEA为0.065小于0.1。②描述性统计分析：职防工作人员工作总体满意度均值为73.06±10.557,最高分为100分。内在满意度均值为42.73±6.957外在满意度均值为30.33±4.009。职业病防治机构人员工作满意度的整体水平一般,但均值都超过3.0。③描述性统计分析：职防人员对人力资源管理质量评价总体得分为49.55±9.044,总分为70分,职防人员认为本单位的人力资源管理质量总体一般。4,回归分析结果：报酬制度和基层管理在对总体满意度有正向影响且在a=0.01水平上显著,组织效率和关心员工在对总体满意度有负向影响且在a=0.10的水平上显著,组织环境在对总体满意度有正向影响且在α=0.05水平上显著,用人机制在对总体满意度有负向影响且在α=0.05水平上显著,职工精神与期望值在对总体满意度有正向影响且在α=0.10水平上显著。信息沟通、组织目标、组织机构、合作、人际关系、参与管理、中层管理无统计学意义。 [结论]①回归分析结果显示,合作、人际关系、基层管理、职工精神与期望值几个变量是内在满意度的正向影响因素。报酬制度、组织环境、基层管理、职工精神与期望值几个变量是外在满意度的正向影响因素。综合前两者,报酬制度,组织环境、职工精神及期望值几大因素与总体满意度存在正相关。②用人机制是内在满意度的负向影响因素,组织效率、关心员工、用人机制几变量是总体满意度的负向影响因素。其中组织效率、关心员工、用人机制与工作满意度的负相关结果,一定程度上表明了在职业病防治机构中存在“搭便车”现象,影响了工作效率。
[Abstract]:[Objective] to understand the job satisfaction of the personnel of occupational disease prevention and control institutions in Hunan province and to analyze the quality of human resource management of occupational disease prevention and control institutions in Hunan Province, so as to provide a scientific basis for the development of human resource management scheme in Hunan province.
[Methods] questionnaire survey method and structural equation model analysis. The personnel of all levels of civil defense organizations at all levels in the province are randomly selected. The distribution of questionnaires will be distributed to all levels of civil defense organizations and covers all departments. There are 1 provincial institutions in the province, which are the subjects of the questionnaire and 5 of the municipal organizations. Stratified sampling, 350 questionnaires were issued. The scale selection: 1, the scale of job satisfaction was made by David J.Weiss and others in 1967. The questionnaire adopted the Likert5 evaluation method.2, the human resource management scale: using the human resource index (Human Resource Index) proposed by R Likert1997 to make the job. In addition to using the database of Proquest, Elsevier Science, CNKI, VIP and other relevant domestic and foreign related research documents related to the Internet retrieval, this study mainly uses the questionnaire survey method to analyze the research problems, and uses SPSS17.0 and AMOS17.0. Two software tools. The main methods are descriptive statistics, reliability and validity analysis, correlation analysis and regression analysis.
[results] (1) the Cronbach's a value of the reliability test of the satisfaction scale was 0.923. The value of GFI, AGFI, NFI and CFI in the validity test were all greater than 0.7, RMSEA was less than 0.1, CMIN/df value of the 3.222. human resource management quality score was obtained by Cronbach's a value was 0.980 greater than 0.9, and the validity test, RMSEA is 0.065 less than descriptive statistical analysis: Vocational defense The average job satisfaction of staff is 73.06 + 10.557, the highest score is 100. The average degree of internal satisfaction is 42.73 + 6.957 external satisfaction average is 30.33 + 4.009.. The average level is more than the 3.0. (descriptive analysis). The total score of the evaluation was 49.55 + 9.044 and the total score was 70. The staff thought that the human resource management quality of the unit was generally.4. The regression analysis results showed that the remuneration system and the grass-roots management had a positive impact on the overall satisfaction and were significant on the level of a=0.01, and the organizational efficiency and the concern for the employees had a negative impact on the overall satisfaction. At the level of a=0.10, the organizational environment has a positive impact on the overall satisfaction and is significant at the level of alpha =0.05. The user mechanism has a negative impact on the overall satisfaction and is significant at the level of alpha =0.05. The employee spirit and expectation have a positive impact on the overall satisfaction and are significant at the level of alpha =0.10. Information communication, organizational goals, There is no statistical significance in organization, cooperation, interpersonal relationship, participation in management and middle management.
[Conclusion] the results of regression analysis show that cooperation, interpersonal relationship, grass-roots management, staff spirit and expectation are the positive factors of internal satisfaction. The reward system, organizational environment, grass-roots management, staff spirit and expectation are positive factors of external satisfaction. The former two, reward system, organization ring There is a positive correlation between several factors of employee spirit and expectation value and overall satisfaction. Secondly, the employment mechanism is a negative influence factor of internal satisfaction, organizational efficiency, care of employees, and a few variables of employment mechanism are negative influencing factors of overall satisfaction. The negative correlation results of organizational efficiency, care of staff and employment mechanism and job satisfaction are the results of the negative correlation. To some extent, there is a phenomenon of free riding in the occupational disease prevention and control institutions, which affects the work efficiency.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：R132

【参考文献】