本文選題：員工福利　切入點(diǎn)：福利滿意度　出處：《西南大學(xué)》2017年碩士論文

【摘要】：庇古的福利經(jīng)濟(jì)學(xué)開創(chuàng)以來,學(xué)者對福利的研究逐步深入,學(xué)者認(rèn)為,福利本身的主觀價值,如實質(zhì)性福利獎勵通常沒有客觀價值重要,客觀價值就是福利的符號價值,即如果員工享受企業(yè)福利,利用福利改善了工作和生活條件的同時,更重要的是感知到企業(yè)對其的關(guān)懷,從而將福利看作企業(yè)對自身的重視與尊重,福利就會充當(dāng)員工的一種價值符號,這種符號的價值越高,員工就會對企業(yè)更加有歸屬感、認(rèn)同感,對企業(yè)更加忠誠。因此,福利在企業(yè)的員工激勵計劃中通常占據(jù)重要位置。福利作為薪酬體系的三大支柱之一,為員工提供心理保障,激發(fā)員工的工作積極性并提高員工對企業(yè)的忠誠度,成為企業(yè)管理者的新式武器,其社會價值、經(jīng)濟(jì)價值正日益凸顯。近年來快遞行業(yè)飛速發(fā)展,成為中國經(jīng)濟(jì)的一匹黑馬,越來越多的年輕人加入快遞這個行業(yè)。然而,飛速發(fā)展的背后也有不容忽視的隱患,有專家指出,電商物流的從業(yè)人群已形成三大沉疾:人口紅利逐漸消失、人員流失嚴(yán)重和人才缺乏。新聞頻繁報道快遞公司拖欠員工工資、不簽正規(guī)合同、不提供五險一金等消息,圓通加盟站點(diǎn)停擺的事件不斷發(fā)酵,京東創(chuàng)始人兼CEO劉強(qiáng)東發(fā)表了“以克扣配送員和賣家從業(yè)人員的福利帶來的快遞業(yè)、電商表面“繁榮”該停止了”的相關(guān)微博等,都揭示了快遞業(yè)一線員工的基本福利得不到保障,是員工缺乏歸屬感和安全感,導(dǎo)致員工流動性大的重要因素,影響快遞企業(yè)持續(xù)穩(wěn)定發(fā)展。在此背景下,文章以快遞業(yè)一線員工為研究對象,主要開展了以下研究:(1)梳理員工福利滿意度和組織承諾的相關(guān)理論,分析現(xiàn)有研究的不足,奠定文章的理論基礎(chǔ);(2)解析福利滿意度對組織承諾影響的作用機(jī)理,分析福利滿意度與組織承諾總體與分維度的關(guān)系,提出假設(shè)并構(gòu)建理論模型;(3)使用SPSS22.0和Amos21.0軟件對調(diào)查數(shù)據(jù)進(jìn)行因子分析、信度效度分析、獨(dú)立樣本檢驗、單因素方差分析、結(jié)構(gòu)方程模型等,對本文構(gòu)建的理論模型和提出的研究假設(shè)進(jìn)行實證研究,驗證福利滿意度與組織承諾二者的關(guān)系。通過分析與檢驗,文章得到如下結(jié)論:(1)福利滿意度對組織承諾有顯著的正向影響;(2)福利滿意度各維度對組織承諾影響的顯著程度不同,按顯著程度大小排序為福利費(fèi)用、福利信息、福利質(zhì)量和福利類別;(3)福利滿意度對組織分維度的影響顯著程度不同,按大小排序依次為情感承諾、持續(xù)承諾、規(guī)范承諾;(4)福利滿意度分維度對組織承諾分維度的影響程度不同,其中,福利費(fèi)用對規(guī)范承諾沒有顯著的正向影響,福利類別對持續(xù)承諾、規(guī)范承諾沒有顯著的正向影響,福利信息對規(guī)范承諾沒有顯著的正向影響。對情感承諾影響最大的是福利費(fèi)用,對持續(xù)承諾和規(guī)范承諾影響最大的是福利質(zhì)量,福利類別和福利信息對情感承諾影響最大;(5)福利滿意度和組織承諾在性別、工齡、學(xué)歷、用工形式上有顯著差異,在年齡、婚姻、崗位、收入上無顯著差異。依據(jù)實證研究結(jié)果,本文對快遞企業(yè)加大對福利的重視程度,以及合理設(shè)置福利提出了一些建議,期望能夠提供一定的借鑒作用。
[Abstract]:Since the start of Pigou's welfare economics, research on the development of welfare, scholars believe that the subjective value of welfare itself, such as substantial benefits usually have an important objective value, symbolic value is the objective value of welfare, if employees enjoy corporate welfare, the welfare improving working and living conditions at the same time, more important is aware of the concern and respect for their own, which will be paid as welfare enterprises, welfare will act as a symbol of value of employees, the symbol value is higher, the employees will have more sense of belonging to the enterprise identity, more loyal to the enterprise. Therefore, welfare usually occupies an important position in the enterprise the employee incentive plan. As one of the three pillars of the welfare compensation system, to provide psychological care for employees, motivate staff and improve employee loyalty to the enterprise Loyalty and become a new weapon of enterprise managers, its social value, economic value is increasingly prominent. In recent years the rapid development of express industry, become the Chinese economy a dark horse, more and more young people to join the courier industry. However, there is also the rapid development of the risks can not be ignored, some experts pointed out that employees in the electricity supplier logistics has formed three major heavy disease: gradual disappearance of the demographic dividend, the lack of a serious loss of personnel and personnel. The news frequently reported the courier company owed wages, do not sign a formal contract, does not provide five social insurance and one housing fund and other news, Yuantong joining the site shut down the event continues to ferment, Jingdong founder and CEO Liu Qiangdong published in "buckle delivery staff and sellers employee benefits express industry, surface" prosperity "stopped" the electricity supplier micro-blog, reveal the basic welfare of front-line employees to express industry The staff is not guaranteed, the lack of a sense of belonging and a sense of security, an important factor leading to the mobility of employees, sustained and stable development of influence of express delivery enterprises. Under this background, the article to express industry employees as the research object, mainly carried out the following research: (1) the related theories of employee benefits satisfaction and organizational commitment, analysis the deficiency of the existing research lays the theoretical foundation for the paper; (2) analysis of welfare satisfaction mechanism on influence of organizational commitment, analysis the relationship between welfare satisfaction and organizational commitment and overall dimensions, put forward the hypothesis and build the theoretical model; (3) the factor analysis of the survey data using SPSS22.0 and Amos21.0 software, reliability and validity analysis, independent sample test, ANOVA, structural equation model, the empirical research on the theoretical model and put forward the research hypothesis, verify the benefit satisfaction and organizational commitment The relationship between the two Nobel. Through analysis and test, this paper gets the following conclusions: (1) the welfare satisfaction has a significant positive effect on organizational commitment; (2) the dimensions of welfare satisfaction degree on organizational commitment of different size according to a significant degree of sorting for welfare costs, benefits, welfare and welfare quality categories; (3) the welfare satisfaction influence of different organizational dimensions according to the size of the order, affective commitment, continuance commitment, normative commitment; (4) the welfare satisfaction dimensions of organizational commitment influence of different dimensions, the welfare costs are not a significant positive influence on normative commitment, continuous commitment to welfare category, normative commitment has no significant influence on welfare, information has no significant influence on normative commitment. Commitment is the biggest impact on the emotional impact on the welfare costs, continuous commitment and normative commitment the most The quality of welfare and welfare, welfare category information promises the greatest impact on the emotion; (5) the welfare satisfaction and organizational commitment in gender, seniority, education, there are significant differences in age, employment, marriage, job, no significant differences in income. According to the results of empirical research, this paper pay attention to the express enterprise on welfare, and a reasonable set of benefits and put forward some suggestions, hoping to provide some reference.

【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F259.23

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