本文關(guān)鍵詞： 大眾化休閑服 零售業(yè) 一線員工 員工滿意度 離職傾向　出處：《東華大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：人流、物流、信息流是每個(gè)企業(yè)正常運(yùn)作發(fā)展的支撐,其中又以人流為連接三者的主要因素,所以有管理學(xué)家提出,當(dāng)前企業(yè)的競(jìng)爭(zhēng)歸根到底是對(duì)人才的競(jìng)爭(zhēng)。在激烈的人才競(jìng)爭(zhēng)中,吸引和留住員工漸漸成為企業(yè)關(guān)注的課題。隨著我國(guó)服裝零售業(yè)的發(fā)展,對(duì)一線員工產(chǎn)生了大量的需求,但是由于企業(yè)本身的一線員工流失量大和勞動(dòng)市場(chǎng)的供求不對(duì)稱,導(dǎo)致服裝零售企業(yè)的一線員工缺口大。外部環(huán)境企業(yè)無法掌控,只能通過企業(yè)內(nèi)部提高員工滿意度,增強(qiáng)員工對(duì)企業(yè)的凝聚力和向心力,培養(yǎng)員工的歸屬感和忠誠(chéng)度,才能更好地留住一線員工。 本研究在對(duì)國(guó)內(nèi)外員工滿意度研究現(xiàn)狀進(jìn)行評(píng)述的基礎(chǔ)上,采用了自編的員工滿意度調(diào)查問卷對(duì)上海市大眾化休閑服品牌比如真維斯、美特斯邦威、森馬、佐丹奴、班尼路、唐獅等零售企業(yè)的一線員工進(jìn)行了滿意度調(diào)查。通過統(tǒng)計(jì)分析軟件,分析研究了對(duì)影響一線員工滿意度的因素、人口統(tǒng)計(jì)變量在員工滿意度工作相關(guān)因素以及整體滿意度上的差異,同時(shí)對(duì)員工滿意度與員工離職傾向之間的關(guān)系進(jìn)行了研究。針對(duì)研究分析結(jié)果,提出了提高一線員工滿意度的管理措施。 研究結(jié)果表明：大眾化休閑服零售企業(yè)一線員工整體滿意度較低,有著較強(qiáng)的離職傾向。性別、年齡、教育程度、工作年限、工作崗位等因素對(duì)員工滿意度有顯著影響,對(duì)于服裝零售企業(yè)一線員工來說,工作回報(bào)、工作本身、企業(yè)管理、工作群體對(duì)整體滿意度有顯著影響,而工作環(huán)境的影響力較小。一線員工工作滿意度和離職傾向之間呈現(xiàn)出顯著的負(fù)相關(guān)關(guān)系,工作本身、工作回報(bào)、企業(yè)整體、工作環(huán)境、工作群體滿意度均對(duì)員工離職傾向有顯著的預(yù)測(cè)、解釋能力,其中又以工作本身和工作回報(bào)滿意度對(duì)離職傾向的解釋能力最強(qiáng)。 根據(jù)分析結(jié)果,本文提出了提高服裝零售業(yè)一線員工滿意度的相關(guān)建議：根據(jù)員工個(gè)人屬性不同,采取差異化的激勵(lì)措施；改善薪酬體系,提高工作積極性；豐富工作內(nèi)容,提高工作熱情；完善培訓(xùn)計(jì)劃和內(nèi)容,提供公平的晉升機(jī)會(huì)；建立和諧的人際關(guān)系,創(chuàng)造良好的工作氛圍；加強(qiáng)企業(yè)內(nèi)部管理,完善各項(xiàng)管理制度,提高管理者素質(zhì)和能力。
[Abstract]:The flow of people, logistics and information is the support of the normal operation and development of every enterprise, and among them, the flow of people is the main factor connecting the three. Therefore, some management experts have proposed, In the fierce competition for talents, attracting and retaining employees gradually becomes a topic of concern for enterprises. With the development of clothing retail industry in China, there is a large demand for front-line employees. However, due to the large turnover of front-line staff in the enterprises themselves and the asymmetry of supply and demand in the labor market, there is a large gap of front-line employees in clothing retail enterprises. The external environment enterprises cannot control them and can only improve their employee satisfaction through the internal enterprises. Only by strengthening the cohesion and centripetal force of employees, and cultivating their sense of belonging and loyalty, can they better retain front-line staff. On the basis of a review of the current situation of employee satisfaction research at home and abroad, this study uses the self-designed employee satisfaction questionnaire to investigate Shanghai's popular casual wear brands such as Jens Weiss, Meters Bonway, Samma, Giordano, Benny Lu. The satisfaction of first-line employees in Tangshi and other retail enterprises was investigated. Through statistical analysis software, the factors influencing the satisfaction of front-line employees were analyzed and studied. The difference of demographic variables in the factors related to employee satisfaction and overall satisfaction. The relationship between employee satisfaction and turnover intention was also studied. This paper puts forward the management measures to improve the satisfaction of front-line staff. The results show that: the overall satisfaction of first-line employees in mass casual wear retail enterprises is low, and they have a strong turnover tendency. Gender, age, education, working years, work position and other factors have a significant impact on employee satisfaction. For the front-line employees of clothing retail enterprises, the return on work, the job itself, the management of the enterprise, and the working group have a significant impact on the overall satisfaction. But the influence of work environment is relatively small. There is a significant negative correlation between job satisfaction and turnover intention of front-line staff, work itself, work return, enterprise as a whole, work environment, The job group satisfaction had significant predictor of turnover intention, and the ability of explanation was the strongest among them the job itself and job reward satisfaction had the strongest ability to explain the turnover intention. According to the results of the analysis, this paper puts forward the relevant suggestions to improve the satisfaction of front-line employees in clothing retail: to take different incentives according to the employees' personal attributes, to improve the salary system, to increase the enthusiasm of work, to enrich the content of work, Improve the work enthusiasm; perfect the training plan and content, provide fair promotion opportunities; establish harmonious interpersonal relations, create a good working atmosphere; strengthen internal management, improve the management system, improve the quality and ability of managers.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F721;F426.86

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本文編號(hào)：1498009