【摘要】：現(xiàn)階段是一個(gè)知識(shí)大爆炸時(shí)代,企業(yè)之間的競(jìng)爭(zhēng)從本質(zhì)上來(lái)說(shuō)是人才的競(jìng)爭(zhēng),如何留住人才、提升員工的滿(mǎn)意度,是各個(gè)企業(yè)管理層必須面對(duì)和考慮的問(wèn)題。而作為影響員工滿(mǎn)意度的最根本的因素之一,企業(yè)文化的建設(shè)越來(lái)越得到重視。隨著新生代員工進(jìn)入職場(chǎng),他們不斷成熟,慢慢成為了企業(yè)的中流砥柱,他們是企業(yè)的脊梁,是企業(yè)的寶貴人力財(cái)富,但與此同時(shí),他們特立獨(dú)行的行為方式和各具特色的性格特征也給企業(yè)管理造成一定的挑戰(zhàn)。結(jié)合新生代員工的特質(zhì),完善能夠滿(mǎn)足新生代員工需求的企業(yè)文化,將極大地提高他們的滿(mǎn)意度,推動(dòng)企業(yè)健康、可持續(xù)發(fā)展。本文研究的通信企業(yè),新生代員工占比高達(dá)85%,同時(shí)作為知識(shí)技術(shù)密集型的企業(yè),員工是企業(yè)發(fā)展的核心力量,基于企業(yè)文化建設(shè)視角,研究探討如何提高新生代員工的滿(mǎn)意度是非常有必要的。本文在大量前人的理論研究基礎(chǔ)上,并對(duì)通信企業(yè)進(jìn)行調(diào)研后,運(yùn)用科學(xué)的方法,確定了研究維度,修訂了適用于通信企業(yè)新生代員工的企業(yè)文化測(cè)量量表與員工滿(mǎn)意度測(cè)量量表,構(gòu)建了企業(yè)文化與新生代員工滿(mǎn)意度的研究框架,提出了企業(yè)文化對(duì)新生代員工滿(mǎn)意度的影響假設(shè),并通過(guò)問(wèn)卷調(diào)查進(jìn)行數(shù)據(jù)統(tǒng)計(jì)分析。在開(kāi)展問(wèn)卷調(diào)查的基礎(chǔ)上,通過(guò)實(shí)證分析,本文認(rèn)為,企業(yè)文化的內(nèi)部特征對(duì)員工滿(mǎn)意度有正向的影響,尤其對(duì)新生代員工滿(mǎn)意度的影響更為顯著。在文章的最后,根據(jù)前面論述的結(jié)果,本文提出了針對(duì)性的改善建議,來(lái)完善、加強(qiáng)通信企業(yè)的企業(yè)文化,從而達(dá)到提高新生代員工的滿(mǎn)意度的目的。
[Abstract]:The present stage is an era of knowledge explosion, the competition among enterprises is essentially the competition of talents. How to retain talents and improve the satisfaction of employees is a problem that each enterprise management must face and consider. As one of the most fundamental factors affecting employee satisfaction, the construction of corporate culture has been paid more and more attention. As the new generation of employees enter the workplace, they mature and gradually become the mainstay of the enterprise. They are the backbone of the enterprise and the precious human wealth of the enterprise, but at the same time, Their maverick behavior and characteristics of their own characteristics also pose a challenge to business management. Combining the characteristics of the new generation of employees and perfecting the enterprise culture which can meet the needs of the new generation of employees, it will greatly improve their satisfaction, promote the healthy and sustainable development of the enterprise. As a knowledge-intensive enterprise, the staff is the core force of enterprise development, based on the perspective of corporate culture construction. It is necessary to study how to improve the satisfaction of new generation employees. In this paper, based on a large number of previous theoretical studies and research on communications enterprises, using scientific methods to determine the dimensions of the research. The enterprise culture measurement scale and employee satisfaction measurement scale are revised, and the research framework of enterprise culture and new generation employee satisfaction is constructed. This paper puts forward the hypothesis of the influence of enterprise culture on the employee satisfaction of the new generation, and carries on the statistical analysis through the questionnaire survey. On the basis of questionnaire survey and empirical analysis, this paper holds that the internal characteristics of corporate culture have a positive impact on employee satisfaction, especially on the new generation of employee satisfaction. At the end of the article, according to the results discussed above, this paper puts forward some suggestions to improve and strengthen the enterprise culture of communication enterprises, so as to achieve the purpose of improving the satisfaction of the new generation of employees.
【學(xué)位授予單位】：廣東財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F626;F270

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