本文選題：造價咨詢企業(yè) + 員工滿意度　； 參考：《山東建筑大學(xué)》2017年碩士論文

【摘要】：2016年是實(shí)施國家“十三五”規(guī)劃的開局之年,是供給側(cè)結(jié)構(gòu)性改革的深化之年,也是全面落實(shí)中央城市工作會議的第一年。我國的經(jīng)濟(jì)增長速度放緩,結(jié)構(gòu)向中高端轉(zhuǎn)型,經(jīng)濟(jì)形勢進(jìn)入新常態(tài)。建筑業(yè)和房地產(chǎn)業(yè)既面臨結(jié)構(gòu)升級,固定資產(chǎn)投資增速放緩,去產(chǎn)能、去庫存的改革壓力,也面臨著振興實(shí)體經(jīng)濟(jì)、城鎮(zhèn)化建設(shè)、“一帶一路”的改革機(jī)遇。在此重要戰(zhàn)略機(jī)遇期,我國工程造價行業(yè)積極適應(yīng)經(jīng)濟(jì)新常態(tài),按照“創(chuàng)新、協(xié)調(diào)、綠色、開放、共享”的發(fā)展理念,堅(jiān)持貫徹落實(shí)“適用、經(jīng)濟(jì)、綠色、美觀”的建筑方針,保持平穩(wěn)健康發(fā)展。而近十幾年以來,我國工程造價咨詢業(yè)快速發(fā)展,企業(yè)數(shù)量和營業(yè)收入逐年遞增。但是造價咨詢業(yè)仍存在著規(guī)模層次不一、管理水平參差不齊、工作強(qiáng)度大及員工流動性較大等問題。汪向東指出造價咨詢企業(yè)中具有高級職稱的造價工程師在從業(yè)人員中不到1/5,而且其待遇水平一般,眾多造價工程師流向其他相關(guān)企業(yè)[1]。除此之外,呂遠(yuǎn)、張英隆認(rèn)為我國造價咨詢企業(yè)員工社會地位相比其他國家有待提升[2,3]。孫國棟提出造價咨詢行業(yè)對從業(yè)技術(shù)人員的吸引力有限,有技術(shù)、經(jīng)驗(yàn)的員工基本都選擇去房地產(chǎn)等大型企業(yè)[4]。因此,如何留住優(yōu)秀人才已經(jīng)成為企業(yè)可持續(xù)發(fā)展亟待解決的問題。然而通過對CNKI數(shù)據(jù)庫中相關(guān)造價咨詢企業(yè)的研究文獻(xiàn)進(jìn)行統(tǒng)計(jì)分析,了解到科研機(jī)構(gòu)、專家學(xué)者對造價咨詢企業(yè)多注重于其核心競爭力和知識管理的研究,而對造價咨詢企業(yè)內(nèi)部的員工滿意度研究甚少。本文圍繞這一目標(biāo),首先通過大量的文獻(xiàn)閱讀識別企業(yè)員工滿意度的影響因素,然后通過分析各影響因素之間的關(guān)系和對滿意度、忠誠度的影響提出假設(shè),構(gòu)建理論模型,編制調(diào)查問卷。通過分析造價咨詢企業(yè)員工滿意度水平,針對企業(yè)存在的問題提出相應(yīng)的改進(jìn)對策,對企業(yè)進(jìn)行人才管理起引導(dǎo)作用,而且為企業(yè)的生存與發(fā)展提供了可靠的數(shù)據(jù)支持,確保企業(yè)能夠改變?nèi)瞬帕魇У默F(xiàn)狀,真正做到留住人才、吸引優(yōu)秀員工,形成良好穩(wěn)定的人才體系,使企業(yè)能夠在市場競爭的大浪潮中以及國際化競爭的新形勢下謀求可持續(xù)發(fā)展。
[Abstract]:2016 is the beginning of the implementation of the 13th Five-Year Plan, the deepening of supply-side structural reform and the first year of the Central Urban work Conference. China's economic growth slowed, the structure to the high-end transformation, the economic situation into the new normal. Construction industry and real estate industry not only face the pressure of structural upgrading, slow growth of fixed asset investment, deproduction capacity and inventory, but also the reform opportunity of revitalizing the real economy, urbanization and "Belt and Road". In this important strategic opportunity period, the construction cost industry of our country actively adapts to the new normal of economy, according to the development concept of "innovation, coordination, green, open, sharing", and adheres to the construction policy of "applicable, economic, green and beautiful". Maintain steady and healthy development. In the past ten years, the engineering cost consulting industry in China has developed rapidly, and the number of enterprises and operating income have been increasing year by year. However, there are still some problems in the cost consulting industry, such as different levels of scale, uneven management level, high work intensity and large staff mobility. Wang Xiangdong points out that cost engineers with senior titles in cost consulting enterprises have less than a fifth of the total number of employees, and their pay level is general, and many cost engineers flow to other related enterprises [1]. In addition, Lv Yuan and Zhang Ying-long believe that the social status of cost consulting employees in China needs to be improved compared with other countries. Sun Guodong pointed out that the cost consulting industry has limited attraction to technicians, and employees with skills and experience basically choose to go to large enterprises such as real estate [4]. Therefore, how to retain outstanding talents has become an urgent problem to be solved in the sustainable development of enterprises. However, through the statistical analysis of the research literature of the cost consulting enterprises in the CNKI database, we can find out that the research institutions, experts and scholars pay more attention to the core competitiveness and knowledge management of the cost consulting enterprises. However, there are few researches on employee satisfaction in cost consulting enterprises. Around this goal, this paper first identifies the influencing factors of employee satisfaction by reading a large number of documents, and then through the analysis of the relationship between the factors and the impact of satisfaction, loyalty, put forward the hypothesis, build a theoretical model. To prepare a questionnaire. By analyzing the level of employee satisfaction in cost consulting enterprises, this paper puts forward corresponding improvement countermeasures to the problems existing in enterprises, which can guide enterprises to manage talents and provide reliable data support for the survival and development of enterprises. To ensure that enterprises can change the current situation of brain drain, truly retain talents, attract outstanding staff, and form a good and stable talent system, Enterprises can seek sustainable development in the market competition and the new situation of international competition.
【學(xué)位授予單位】：山東建筑大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F282

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