本文選題：績效 + 關(guān)鍵因子��； 參考：《昆明理工大學(xué)》2017年碩士論文

【摘要】：績效管理是人力資源管理的核心部分之一。深入分析構(gòu)成員工績效的關(guān)鍵因子有助于績效評價方案的有效實(shí)施,構(gòu)建合理的績效評價體系,充分發(fā)揮績效的作用,促進(jìn)車間形成以績效為導(dǎo)向的車間文化,提高員工的工作滿意度和積極性,增強(qiáng)團(tuán)隊(duì)凝聚力,為企業(yè)的發(fā)展提供有力的支持。本文以績效理論及相關(guān)理論等為理論基礎(chǔ),以KT企業(yè)線材車間作為實(shí)際研究背景,采用理論與實(shí)際相結(jié)合的方法,進(jìn)行定性與定量分析。首先,對績效的概念、績效的結(jié)構(gòu)進(jìn)行了論述分析,闡述了績效的相關(guān)理論,進(jìn)而構(gòu)建了員工績效構(gòu)成因素的評價概念模型。其次,通過問卷的編制和發(fā)放,對所收集數(shù)據(jù)運(yùn)用統(tǒng)計軟件SPSS19.0對問卷量表進(jìn)行信度、效度的檢驗(yàn),證明了問卷的信度和效度良好。通過對相關(guān)變量進(jìn)行相關(guān)分析、回歸分析和探索性因子分析等分析。揭示了構(gòu)成員工績效因素的三維結(jié)構(gòu),即員工績效結(jié)構(gòu)主要由動機(jī)因素、行為因素和結(jié)果因素三個維度構(gòu)成。其中,行為因素對員工績效的影響最大,因子載荷為0.72;結(jié)果因素對員工績效的影響次之,因子載荷為0.66;動機(jī)因素對員工績效的影響最弱,因子載荷為0.58。動機(jī)因素由制度公平、成長機(jī)會、人際關(guān)系及個人需求四個關(guān)鍵因子構(gòu)成;行為因素由親組織行為、團(tuán)結(jié)友善、學(xué)習(xí)行為三個關(guān)鍵因子構(gòu)成;結(jié)果因素主要由結(jié)果應(yīng)用一個關(guān)鍵因子構(gòu)成。運(yùn)用結(jié)構(gòu)方程模型(SEM)AMOS17.0對構(gòu)成績效因素的維度進(jìn)行驗(yàn)證性因子分析,通過路徑分析等相關(guān)分析發(fā)現(xiàn)績效構(gòu)成因素各維度之間同時存在平行影響和交互影響的關(guān)系。通過研究分析,驗(yàn)證了員工工作滿意度在員工績效和績效構(gòu)成因素之間的中介作用。本論文旨在通過對實(shí)體企業(yè)線材車間員工績效關(guān)鍵因子的研究,分析影響員工績效的主要因素,對構(gòu)建合理的績效評價體系、充分發(fā)揮績效的優(yōu)勢起到積極作用。提升員工的工作積極性和績效評價實(shí)施的滿意度,進(jìn)而提升員工工作績效,從而達(dá)到實(shí)現(xiàn)企業(yè)目標(biāo)的目的。
[Abstract]:Performance management is one of the core parts of human resource management. Further analysis of the key factors of employee performance is helpful to the effective implementation of the performance evaluation scheme, the construction of a reasonable performance evaluation system, the full play of the role of performance, and the formation of a performance-oriented workshop culture in the workshop. Improve employee job satisfaction and enthusiasm, enhance team cohesion, and provide strong support for the development of the enterprise. Based on the theory of performance theory and related theories, this paper takes the wire workshop of KT enterprise as the background of practical research, and adopts the method of combining theory with practice to carry out qualitative and quantitative analysis. Firstly, the concept of performance and the structure of performance are discussed and analyzed, and the related theories of performance are expounded, and then the evaluation conceptual model of employee performance is constructed. Secondly, the reliability and validity of the questionnaire are tested by the statistical software SPSS19.0, which proves the reliability and validity of the questionnaire. By correlation analysis, regression analysis and exploratory factor analysis. This paper reveals the three-dimensional structure of employee performance factors, that is, employee performance structure mainly consists of three dimensions: motivation factor, behavior factor and result factor. Among them, behavioral factors have the biggest influence on employee performance, factor load is 0.72; result factor has the second influence on employee performance, factor load is 0.66; motivation factor has the weakest effect on employee performance, factor load is 0.58. Motivation factors consist of four key factors: institutional fairness, growth opportunities, interpersonal relationships and personal needs, and behavioral factors consist of three key factors: pro-organizational behavior, solidarity and friendliness, and learning behavior. The result factor is mainly composed of a key factor of result application. The structural equation model (SEMMOS 17.0) is used to verify the dimension of performance factors. Through the path analysis and other correlation analysis, it is found that there is a parallel and interactive relationship between the dimensions of performance factors at the same time. Through the research and analysis, the paper verifies the intermediary effect of employee job satisfaction on employee performance and performance components. The purpose of this paper is to analyze the main factors that affect the employee's performance through the study of the key factors of employee's performance in the wire shop of the entity enterprise, and play a positive role in constructing a reasonable performance evaluation system and giving full play to the advantage of the performance. Improve the employee's work enthusiasm and the satisfaction degree of the performance evaluation, and then improve the employee's work performance, so as to achieve the goal of the enterprise.
【學(xué)位授予單位】：昆明理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.32

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