LN農(nóng)業(yè)發(fā)展銀行縣級支行員工工作滿意度研究
發(fā)布時間：2019-04-10 21:09
【摘要】：員工是企業(yè)發(fā)展的基本要素和源動力,其滿意度的高低,既關(guān)乎工作投入度及敬業(yè)度,又直接影響著工作成果和業(yè)績,是反映人力資源管理水平高低的“晴雨表”。在競爭日益激烈的銀行業(yè)中,及時全面掌握員工思想狀況,不斷提高員工滿意度,調(diào)動和激發(fā)內(nèi)部活力,是強化企業(yè)經(jīng)營管理、實現(xiàn)可持續(xù)發(fā)展的一項重要課題。 中國農(nóng)業(yè)發(fā)展銀行成立于1994年,作為我國唯一的農(nóng)業(yè)政策性銀行,堅持以服務“三農(nóng)”為己任,承擔著國家規(guī)定的農(nóng)業(yè)政策性金融業(yè)務。自成立以來,業(yè)務發(fā)展先后經(jīng)歷了建行初期、專司收購資金封閉管理、多方位寬領(lǐng)域支農(nóng)三個重要階段,業(yè)務范圍從專司糧棉油收購逐漸延伸到幾乎覆蓋到農(nóng)業(yè)和農(nóng)村經(jīng)濟發(fā)展的各個領(lǐng)域。與此同時,農(nóng)業(yè)發(fā)展銀行的人力資源配套改革不斷深化并進入實質(zhì)性階段。改革發(fā)展是否取得重大成效,關(guān)鍵在于以一支團結(jié)向上、和諧穩(wěn)定的員工隊伍作為保障,以員工認可不認可、滿意不滿意作為衡量標準。全面提高員工工作滿意度,特別是提高縣級支行人員工作滿意度,對于全系統(tǒng)激發(fā)工作熱情,凝聚發(fā)展合力,實現(xiàn)科學有效發(fā)展具有至關(guān)重要的意義。 本文以LN農(nóng)業(yè)發(fā)展銀行縣級支行員工為研究對象,采取問卷、員工訪談等形式,對員工工作滿意度進行了調(diào)查和思考。首先借鑒國內(nèi)外相關(guān)文獻,從理論上簡述員工工作滿意度的基本概念、相關(guān)理論及影響員工滿意度的構(gòu)成要素。然后通過對LN農(nóng)發(fā)行縣支行人員滿意度調(diào)查,綜合運用實際案例及相關(guān)理論,多角度、全方位地分析評價縣級支行人員的滿意度情況,揭示存在的主要矛盾和問題,剖析影響員工滿意度的原因。在此基礎上,靈活運用調(diào)查研究成果,有針對性提出對策與建議。 本文通過對LN農(nóng)發(fā)行縣級支行員工工作滿意度的研究,以及對提高員工工作滿意度方法的探索,為全面掌握基層員工思想狀況、提高員工滿意度、加強人力資源管理等方面提供了可行性建議,以實現(xiàn)員工自我價值與農(nóng)發(fā)行改革發(fā)展的有機統(tǒng)一。
[Abstract]:Employees are the basic elements and driving forces of enterprise development. Their satisfaction is not only related to the degree of engagement and engagement, but also has a direct impact on the work results and achievements. It is a "barometer" reflecting the level of human resources management. In the increasingly competitive banking industry, it is an important task to master the staff's ideological condition in time, improve the employee's satisfaction, mobilize and stimulate the internal vitality, and strengthen the management of the enterprise and realize the sustainable development. The Agricultural Development Bank of China was established in 1994. As the only agricultural policy bank in our country, it insists on serving the agriculture, rural areas and farmers, and undertakes the agricultural policy finance business stipulated by the state. Since its inception, business development has gone through three important stages, namely, the initial stage of the Construction Bank, the closed management of funds acquired by the special department, and the support to agriculture in various directions and fields. The business extends from specialized grain and cotton oil acquisition to almost every field of agricultural and rural economic development. At the same time, the reform of human resources of Agricultural Development Bank continues to deepen and enter the substantive stage. The key to the success of reform and development lies in a unified, harmonious and stable workforce as a guarantee, whether or not employees are recognized or not, and whether they are satisfied or not as a measure. It is of vital significance for the whole system to stimulate the work enthusiasm, aggregate the development force and realize the scientific and effective development by comprehensively improving the job satisfaction of the staff, especially the job satisfaction of the county level branch staff. This paper takes the county branch of LN Agricultural Development Bank as the research object, adopts the form of questionnaire, employee interview and so on, to investigate and think about the employee's job satisfaction. Firstly, referring to the domestic and foreign literature, the basic concept of job satisfaction, the related theory and the constituent factors affecting employee satisfaction are described in theory. Then through the LN Agricultural Development Bank County Branch personnel satisfaction survey, comprehensive use of practical cases and related theories, multi-angle, all-round analysis and evaluation of county-level sub-branch personnel satisfaction situation, to reveal the main contradictions and problems. Analyze the reasons that affect employee satisfaction. On this basis, flexible use of research results, targeted countermeasures and suggestions. In this paper, through the study of the job satisfaction of the county-level employees of the LN Agricultural Development Bank, as well as the exploration of the methods to improve the job satisfaction of the employees, in order to grasp the ideological status of the grass-roots staff and improve the employee satisfaction, In order to realize the organic unity between the self-worth of employees and the reform and development of Agricultural Development Bank, some feasible suggestions are put forward to strengthen the human resource management and so on.
【學位授予單位】：遼寧大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F272.92;F832.31
本文編號：2456131
[Abstract]:Employees are the basic elements and driving forces of enterprise development. Their satisfaction is not only related to the degree of engagement and engagement, but also has a direct impact on the work results and achievements. It is a "barometer" reflecting the level of human resources management. In the increasingly competitive banking industry, it is an important task to master the staff's ideological condition in time, improve the employee's satisfaction, mobilize and stimulate the internal vitality, and strengthen the management of the enterprise and realize the sustainable development. The Agricultural Development Bank of China was established in 1994. As the only agricultural policy bank in our country, it insists on serving the agriculture, rural areas and farmers, and undertakes the agricultural policy finance business stipulated by the state. Since its inception, business development has gone through three important stages, namely, the initial stage of the Construction Bank, the closed management of funds acquired by the special department, and the support to agriculture in various directions and fields. The business extends from specialized grain and cotton oil acquisition to almost every field of agricultural and rural economic development. At the same time, the reform of human resources of Agricultural Development Bank continues to deepen and enter the substantive stage. The key to the success of reform and development lies in a unified, harmonious and stable workforce as a guarantee, whether or not employees are recognized or not, and whether they are satisfied or not as a measure. It is of vital significance for the whole system to stimulate the work enthusiasm, aggregate the development force and realize the scientific and effective development by comprehensively improving the job satisfaction of the staff, especially the job satisfaction of the county level branch staff. This paper takes the county branch of LN Agricultural Development Bank as the research object, adopts the form of questionnaire, employee interview and so on, to investigate and think about the employee's job satisfaction. Firstly, referring to the domestic and foreign literature, the basic concept of job satisfaction, the related theory and the constituent factors affecting employee satisfaction are described in theory. Then through the LN Agricultural Development Bank County Branch personnel satisfaction survey, comprehensive use of practical cases and related theories, multi-angle, all-round analysis and evaluation of county-level sub-branch personnel satisfaction situation, to reveal the main contradictions and problems. Analyze the reasons that affect employee satisfaction. On this basis, flexible use of research results, targeted countermeasures and suggestions. In this paper, through the study of the job satisfaction of the county-level employees of the LN Agricultural Development Bank, as well as the exploration of the methods to improve the job satisfaction of the employees, in order to grasp the ideological status of the grass-roots staff and improve the employee satisfaction, In order to realize the organic unity between the self-worth of employees and the reform and development of Agricultural Development Bank, some feasible suggestions are put forward to strengthen the human resource management and so on.
【學位授予單位】：遼寧大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F272.92;F832.31
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，本文編號：2456131
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