本文選題：商業(yè)銀行 + 人格特質(zhì)�。� 參考：《武漢理工大學(xué)》2012年博士論文

【摘要】：21世紀(jì)隨著商業(yè)銀行科學(xué)定量管理水平的不斷提升,知識型員工已經(jīng)成為商業(yè)銀行核心的人力資本,實現(xiàn)真正以人為本的管理理念需要商業(yè)銀行建立與業(yè)務(wù)戰(zhàn)略發(fā)展相匹配的人力資源戰(zhàn)略,加強對具有競爭優(yōu)勢的管理人才和專業(yè)人才的研究和開發(fā)。人格特質(zhì)的理論和工具近年來已經(jīng)越來越多的被企業(yè)應(yīng)用于人才的選拔、培養(yǎng)和管理中,針對于商業(yè)銀行管理人員人格特質(zhì)與崗位匹配和工作投入的研究可以更好地促進商業(yè)銀行核心人才的開發(fā)與管理,對于提升人力資本的投資回報和實現(xiàn)銀行戰(zhàn)略非常具有價值。 本文綜合運用心理學(xué)、管理學(xué)、行為科學(xué)、組織行為學(xué)等理論重點就商業(yè)銀行管理人員的人格特質(zhì)與崗位匹配、工作投入關(guān)系的微觀機理及模型展開深入研究,并通過案頭調(diào)研、問卷調(diào)查、統(tǒng)計分析等研究方法,對商業(yè)銀行崗位匹配和工作投入要素進行了信度、效度分析,提出了商業(yè)銀行基于人格特質(zhì)的崗位匹配和工作投入提升途徑,并通過實際案例研究進行了驗證。 全文包括五部分,其主要內(nèi)容如下： (1)關(guān)于DISC人格特質(zhì)的基本理論。對DISC人格特質(zhì)的特質(zhì)類型、子特質(zhì)、轉(zhuǎn)換壓力等進行了描繪和歸納,建構(gòu)了商業(yè)銀行管理人員人格特質(zhì)分析的維度模型。 (2)關(guān)于商業(yè)銀行管理人員人格特質(zhì)區(qū)別的研究。對商業(yè)銀行部門職能、崗位職責(zé)、崗位特性進行了分析,界定了8類管理人員的人格特質(zhì)；通過問卷調(diào)查和統(tǒng)計分析對8類管理人員人格特質(zhì)的共性和差異進行分析；并進一步分析崗位特性對于外在風(fēng)格轉(zhuǎn)換的影響因素,得出了對于8類管理人員人崗匹配有價值的結(jié)論。 (3)關(guān)于商業(yè)銀行管理人員人格特質(zhì)與工作匹配、工作投入研究。通過發(fā)放問卷及建立假設(shè),運用回歸分析方法建立了回歸方程模型,探討了人格特質(zhì)對崗位匹配和工作投入的影響因素。通過探索性因素分析、驗證性因素分析,對工作匹配度、工作投入度的測量量表進行了信度與效度檢驗。通過運用回歸方程模型進行定量分析,提出了一些建議。 (4)關(guān)于商業(yè)銀行基于人格特質(zhì)崗位匹配和工作投入提升途徑。提出了基于人格特質(zhì)提升崗位匹配的有效途徑和具體措施,包括建立優(yōu)勢特質(zhì)評估機制和發(fā)展機制、建立績效優(yōu)秀人員的崗位特性模型、建立優(yōu)勢特質(zhì)人才信息管理機制；提出了商業(yè)銀行基于人格特質(zhì)工作投入度提升的有效途徑和具體措施,包括基于人格特質(zhì)的人才開發(fā)和激勵方式、導(dǎo)入教練提升優(yōu)勢人才的有效方式和創(chuàng)建優(yōu)勢人才發(fā)展環(huán)境的有效方式。 (5)關(guān)于商業(yè)銀行基于人格特質(zhì)的優(yōu)勢人才發(fā)展案例分析。選擇中國信托商業(yè)銀行作為案例,對其優(yōu)勢人才‘經(jīng)營的戰(zhàn)略目標(biāo)、人才經(jīng)營的變革、優(yōu)勢人才經(jīng)營的模型、優(yōu)勢人才崗位配置流程以及優(yōu)勢人才機制和優(yōu)勢人才發(fā)展環(huán)境的創(chuàng)造進行了研究。
[Abstract]:In the 21st century, with the development of scientific quantitative management of commercial banks, knowledge workers have become the core human capital of commercial banks. To realize the real people-oriented management concept, it is necessary for commercial banks to establish a human resource strategy that matches the development of business strategy, and to strengthen the research and development of managerial and professional talents with competitive advantages. In recent years, the theory and tools of personality traits have been applied more and more by enterprises in the selection, cultivation and management of talents. The research on the personality characteristics of the managers of the commercial banks and the matching of positions and job involvement can better promote the development and management of the core talents of the commercial banks. It is of great value to enhance the return on investment of human capital and to realize the bank strategy. Based on the theories of psychology, management, behavioral science and organizational behavior, this paper focuses on the microcosmic mechanism and model of the relationship between managers' personality and position, job involvement, and so on. Through desk investigation, questionnaire investigation, statistical analysis and other research methods, this paper analyzes the reliability and validity of job matching and job engagement factors in commercial banks. This paper puts forward the ways of job matching and job engagement promotion based on personality traits in commercial banks, and verifies it by practical case study. The thesis consists of five parts, the main contents of which are as follows: 1) the basic theory of DISC personality traits. This paper describes and summarizes the trait types, sub-traits and transition pressures of DISC personality traits, and constructs a dimensional model for the analysis of personality traits of managers in commercial banks. Research on the difference of personality traits among managers of commercial banks. This paper analyzes the functions, job responsibilities and post characteristics of commercial bank departments, defines the personality traits of eight types of managers, and analyzes the commonness and difference of personality traits of eight types of managers through questionnaire survey and statistical analysis. Furthermore, it analyzes the influence factors of post characteristics on external style transformation, and draws a valuable conclusion for 8 types of managers. Research on personality traits and job matching of managers in commercial banks. By means of questionnaire and hypothesis, regression equation model was established by means of regression analysis, and the influencing factors of personality traits on post matching and job engagement were discussed. By exploratory factor analysis and confirmatory factor analysis, the reliability and validity of job matching scale and job engagement scale were tested. By using regression equation model to carry out quantitative analysis, some suggestions are put forward. (4) on the ways to promote the job matching and job engagement of commercial banks based on personality traits. The effective ways and concrete measures of post matching based on personality traits are put forward, including the establishment of evaluation mechanism and development mechanism of superiority trait, the establishment of post characteristic model of excellent performance personnel, and the establishment of information management mechanism of superior trait talents. This paper puts forward the effective ways and concrete measures to enhance the degree of work involvement based on personality traits in commercial banks, including the development and encouragement of talents based on personality traits. The effective way to introduce coaches to promote superior talents and to create an environment for the development of superior talents. 5) A case study on the development of superior talents based on personality traits in commercial banks. This paper chooses China Trust Commercial Bank as a case to analyze the strategic target of its superior talents' management, the reform of talent management, and the model of superior talent management. This paper studies the process of position allocation of superior talents, the mechanism of talents and the creation of development environment of superior talents.
【學(xué)位授予單位】：武漢理工大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2012
【分類號】：F832.2;B848

【引證文獻】

相關(guān)期刊論文 前1條

1 趙凌飛;;積極個體人格結(jié)構(gòu)維度構(gòu)建實證分析[J];沈陽師范大學(xué)學(xué)報(社會科學(xué)版);2014年02期

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本文編號：1849947