【摘要】：隨著新農(nóng)村建設(shè)和城鎮(zhèn)化建設(shè)的進(jìn)一步發(fā)展,農(nóng)村金融供給不足對(duì)農(nóng)村經(jīng)濟(jì)發(fā)展的制約作用愈加明顯。村鎮(zhèn)銀行的出現(xiàn),一方面在一定程度上滿足了鄉(xiāng)鎮(zhèn)中小企業(yè)和居民的多樣化需求：另一方面也彌補(bǔ)了農(nóng)村金融空白,對(duì)繁榮農(nóng)村經(jīng)濟(jì)作出了重要貢獻(xiàn)。 但是,隨著村鎮(zhèn)銀行的不斷發(fā)展,各類問題也逐漸顯現(xiàn),如村鎮(zhèn)銀行的市場(chǎng)定位不夠清晰、法律制度不夠完善、人員素質(zhì)不夠高等。這也使得我們把目光從以往只關(guān)注村鎮(zhèn)銀行發(fā)展速度和目標(biāo)完成情況轉(zhuǎn)移到重視村鎮(zhèn)銀行發(fā)展的質(zhì)量以及發(fā)展的可持續(xù)性上。員工是村鎮(zhèn)銀行的生命,高素質(zhì)穩(wěn)定化的人才隊(duì)伍是村鎮(zhèn)銀行良性化發(fā)展的重要保證。然而,由于村鎮(zhèn)銀行起步晚、資金規(guī)模小、面向農(nóng)村的市場(chǎng)定位,難免對(duì)金融人才缺乏吸引力；加之,村鎮(zhèn)銀行內(nèi)部人員流動(dòng)性大,人才流失問題嚴(yán)重,對(duì)村鎮(zhèn)銀行的可持續(xù)發(fā)形成較大的威脅。因此,這就需要村鎮(zhèn)銀行重視針對(duì)銀行員工的激勵(lì)機(jī)制設(shè)計(jì),穩(wěn)定員工隊(duì)伍結(jié)構(gòu),吸引外部?jī)?yōu)秀人才加入銀行,最大化的激勵(lì)員工的工作激勵(lì)性。 全文是在借鑒國(guó)內(nèi)外的研究成果基礎(chǔ)上,提出村鎮(zhèn)銀行員工的15項(xiàng)激勵(lì)因素,通過對(duì)村鎮(zhèn)銀行不同職務(wù)的員工進(jìn)行實(shí)地問卷調(diào)查訪問,獲得村鎮(zhèn)銀行員工對(duì)15項(xiàng)激勵(lì)因素的重要程度評(píng)分和實(shí)際感受程度評(píng)分,進(jìn)而對(duì)村鎮(zhèn)銀行員工的被激勵(lì)程度進(jìn)行評(píng)分。最后,通過對(duì)各激勵(lì)因素進(jìn)行描述性統(tǒng)計(jì)分析、因素分析、方差分析、相關(guān)性分析以及回歸分析,提出適合村鎮(zhèn)銀行不同層次員工的復(fù)合型激勵(lì)機(jī)制設(shè)計(jì)。
[Abstract]:With the further development of new rural construction and urbanization, the restriction of rural financial supply is becoming more and more obvious. On the one hand, the emergence of village banks has met the diversified needs of small and medium-sized township enterprises and residents to a certain extent; on the other hand, it has also made up for the gap of rural finance and made important contributions to the prosperity of rural economy. However, with the continuous development of the village bank, all kinds of problems appear gradually, such as the market orientation of the village bank is not clear enough, the legal system is not perfect enough, the personnel quality is not high enough and so on. This also makes us focus on the quality and sustainability of the development of village banks from only paying attention to the speed of development and the completion of the goals in the past. The staff is the life of the village bank, and the high quality and stable talent team is the important guarantee for the benign development of the village bank. However, due to the late start of village banks, the small scale of capital, and the market orientation for rural areas, it is inevitable that they are not attractive to financial personnel; in addition, the problem of brain drain is serious due to the large mobility of people in village banks. The sustainable development of the village and town banks to form a greater threat. Therefore, it is necessary for the village bank to pay attention to the design of incentive mechanism for bank employees, stabilize the structure of the staff, attract external talents to join the bank, and maximize the incentive of the staff. Based on the research results at home and abroad, the paper puts forward 15 incentive factors for village bank staff, and makes a questionnaire survey on different positions of village bank staff. The scores of the importance of 15 incentive factors and the actual feeling of the employees of the village bank were obtained, and then the incentive degree of the employees of the village bank was scored. Finally, through descriptive statistical analysis, factor analysis, variance analysis, correlation analysis and regression analysis, the paper puts forward the design of compound incentive mechanism suitable for different levels of employees of village and town bank.
【學(xué)位授予單位】：貴州財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F832.35
，

本文編號(hào)：2153144