本文選題：薪酬滿(mǎn)意度 + 個(gè)人組織匹配　； 參考：《南京理工大學(xué)》2013年碩士論文

【摘要】：近年來(lái),員工敬業(yè)問(wèn)題已經(jīng)成為學(xué)術(shù)界和企業(yè)界研究的重點(diǎn)。而對(duì)于中國(guó)這個(gè)勞動(dòng)力大國(guó),員工敬業(yè)度偏低的問(wèn)題卻較為突出,直到2013年,中國(guó)員工敬業(yè)度仍低于全球平均水平。ZHJ南京分公司是一個(gè)典型的中國(guó)國(guó)有企業(yè),也存在員工敬業(yè)度水平偏低的問(wèn)題。因此,研究敬業(yè)度的影響因素,了解ZHJ南京分公司員工敬業(yè)度偏低更深層次的原因,進(jìn)而提升員工的敬業(yè)度具有一定的理論和實(shí)踐意義。本文研究可以為學(xué)術(shù)界深入了解員工敬業(yè)度及其影響因素提供有益的支持,也能為相關(guān)企業(yè)的管理實(shí)踐提供借鑒,從而更好的發(fā)揮員工在組織管理中的積極作用。 本文針對(duì)ZHJ南京分公司的具體情況,對(duì)其員工敬業(yè)度狀況進(jìn)行研究。根據(jù)從該公司收集的174份有效問(wèn)卷,通過(guò)構(gòu)建敬業(yè)度及其前因、結(jié)果變量間影響關(guān)系模型,并展開(kāi)調(diào)查加以驗(yàn)證,得到以下結(jié)論：(1)性別、年齡、受教育水平、婚姻狀況、工作年限、職務(wù)類(lèi)別、所在團(tuán)隊(duì)規(guī)模及團(tuán)隊(duì)組建時(shí)間等不同控制變量對(duì)公司員工的敬業(yè)度及其前因和后果變量具有不同的影響；(2)ZHJ南京分公司員工的工作生活沖突感、上級(jí)的威權(quán)領(lǐng)導(dǎo)、感知的能力需求匹配以及親友和同事支持感對(duì)敬業(yè)度不存在顯著影響；(3)員工的薪酬滿(mǎn)意度、仁慈領(lǐng)導(dǎo)和德行領(lǐng)導(dǎo)行為、個(gè)人組織匹配中的價(jià)值觀匹配和需要供給匹配兩個(gè)維度以及上級(jí)支持感顯著正向影響員工的敬業(yè)度；(4)員工敬業(yè)度正向影響團(tuán)隊(duì)績(jī)效,即員工敬業(yè)度正向影響任務(wù)達(dá)成、成員滿(mǎn)意和成員學(xué)習(xí)。
[Abstract]:In recent years, the issue of employee engagement has become the focus of academic and business research. But for China, a large labor force, the problem of low employee engagement is more prominent. Until 2013, the Chinese employee engagement was still below the global average. ZHJ Nanjing Branch is a typical state-owned enterprise in China. There is also a low level of employee engagement. Therefore, it is of theoretical and practical significance to study the influencing factors of engagement, to understand the reasons for the lower level of employee engagement in ZHJ Nanjing Branch, and to promote the employee engagement. This study can provide useful support for academic circles to understand employee engagement and its influencing factors, and can also provide reference for the management practice of related enterprises, so as to give full play to the positive role of employees in organizational management. In this paper, according to the specific situation of ZHJ Nanjing Branch, the status of employee engagement is studied. According to 174 valid questionnaires collected from the company, by constructing a model of the relationship between engagement and its antecedents, the relationship between the outcome variables, and conducting an investigation to verify it, the following conclusions are drawn: sex, age, education level, marital status, gender, age, education level, marital status, and so on. Different control variables, such as working years, job category, team size and team formation time, have different effects on employee engagement, antecedent and consequence variables. Superior leadership, perceived competency needs matching, and support from friends, relatives and colleagues did not significantly affect employee pay satisfaction, benevolent leadership and moral leadership behavior. Value matching and demand matching in personal organization matching and superior support significantly positively affect employee engagement. 4) employee engagement positively affects team performance, that is, employee engagement positively affects task achievement. Member satisfaction and member learning.
【學(xué)位授予單位】：南京理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.92

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本文編號(hào)：1823374