本文選題：互聯(lián)網(wǎng)+ + IT企業(yè)��； 參考：《東華大學(xué)》2016年碩士論文

【摘要】：近年來(lái),全球互聯(lián)網(wǎng)產(chǎn)業(yè)發(fā)展迅猛,給IT企業(yè)的發(fā)展帶來(lái)了前所未有的機(jī)遇。特別在今年的政府工作報(bào)告中,李克強(qiáng)總理提出了“制定‘互聯(lián)網(wǎng)+’行動(dòng)計(jì)劃,推動(dòng)移動(dòng)互聯(lián)網(wǎng)、云計(jì)算、大數(shù)據(jù)、物聯(lián)網(wǎng)等與現(xiàn)代制造業(yè)結(jié)合,促進(jìn)電子商務(wù)、工業(yè)互聯(lián)網(wǎng)和互聯(lián)網(wǎng)金融健康發(fā)展,引導(dǎo)互聯(lián)網(wǎng)企業(yè)拓展國(guó)際市場(chǎng)”。[1]但是較高的員工離職率卻嚴(yán)重制約著IT企業(yè)的發(fā)展,據(jù)調(diào)查資源顯示:2014年IT企業(yè)的員工離職率為20.2%,2015年上升到22.1%,而一般行業(yè)企業(yè)平均的離職率僅為17.0%,這表明:IT企業(yè)面臨著嚴(yán)重的人才流失問(wèn)題。本文研究對(duì)象IDEAL公司屬于典型的IT企業(yè),同樣面臨著員工滿意度低,人才流失嚴(yán)重等問(wèn)題。這些問(wèn)題不僅增加了公司的運(yùn)營(yíng)成本,而且還降低了公司的項(xiàng)目質(zhì)量和服務(wù)水平,嚴(yán)重制約了IDEAL公司的業(yè)務(wù)發(fā)展。本文通過(guò)對(duì)IDEAL公司員工滿意度的深度解析,試圖找到提升該公司員工滿意度的有效措施,使員工的滿意度得到一定程度的提高,使公司的資源得到有效的利用,促進(jìn)IDEAL公司業(yè)務(wù)的健康發(fā)展。本次研究,首先對(duì)國(guó)內(nèi)外員工滿意度的相關(guān)理論和研究成果進(jìn)行學(xué)習(xí)和總結(jié),發(fā)現(xiàn)了現(xiàn)有員工滿意度研究理論和測(cè)量方法上的不足,明確了本次IDEAL公司員工滿意度研究的問(wèn)題和理論支撐;其次,在對(duì)現(xiàn)有員工滿意度量表和測(cè)量方法研究的基礎(chǔ)上,通過(guò)對(duì)IDEAL公司的企業(yè)訪談,掌握了該公司員工滿意度實(shí)際情況,并通過(guò)計(jì)算分析手段,確定了影響IDEAL公司員工滿意度的關(guān)鍵因素;再次,基于IDEAL公司員工滿意度的關(guān)鍵因素,通過(guò)員工滿意度指標(biāo)體系的構(gòu)建、員工滿意度評(píng)測(cè)指標(biāo)的量化以及員工滿意度期望值的設(shè)定等構(gòu)建過(guò)程,最終開(kāi)發(fā)了一套能夠準(zhǔn)確測(cè)量IDEAL公司員工滿意度的評(píng)測(cè)模型;然后,基于員工滿意度評(píng)測(cè)模型編制調(diào)查問(wèn)卷,并對(duì)IDEAL公司全體員工展開(kāi)問(wèn)卷調(diào)查,運(yùn)用業(yè)界流行的SPSS統(tǒng)計(jì)分析軟件,通過(guò)Cronbach alpha系數(shù)進(jìn)行信度檢驗(yàn)。再利用整體分析、描述性分析、差異檢驗(yàn)分析及相關(guān)性分析等數(shù)據(jù)統(tǒng)計(jì)分析方法,對(duì)IDEAL公司員工的滿意度進(jìn)行全方位的解析,找到了IDEAL公司員工滿意度方面存在的問(wèn)題;然后,結(jié)合IDEAL公司的實(shí)際問(wèn)題,從管理制度、保障體系以及具體操作方面提出改善建議,并幫助IDEAL公司將改善措施落實(shí)到實(shí)際工作中,努力提高IDEAL公司的員工滿意度;最后,總結(jié)了本次研究的主要成果,并對(duì)未來(lái)的研究工作提出設(shè)想。通過(guò)對(duì)IDEAL公司員工滿意度的研究,發(fā)現(xiàn):(1)IDEAL公司總體滿意度得分為2.89分,處于較低的滿意度水平。其中在工作回報(bào)和個(gè)人發(fā)展方面的得分最低;(2)在影響員工滿意度的各項(xiàng)因素中,員工對(duì)福利待遇、薪資報(bào)酬、個(gè)人發(fā)展空間、職位的晉升、成就感及團(tuán)隊(duì)緊密合作等方面處于較低的水平;(3)男性員工、工作年限較短的員工和外包編制員工的滿意較低;(4)工作回報(bào)和個(gè)人發(fā)展方面,對(duì)公司總體滿意度的提升存在重要的影響作用。根據(jù)上述研究結(jié)論,對(duì)IDEAL公司給出如下建議:1、在管理機(jī)制方面,建立員工滿意度的管理體系,不斷加強(qiáng)和完善員工滿意度的管理工作;2、在保障支撐體系方面,建立與員工溝通的平臺(tái)和機(jī)制,保證IDEAL公司能夠及了解員工在滿意度方面的問(wèn)題;3、加強(qiáng)企業(yè)文化建設(shè)工作,提高IDEAL公司員工的歸屬感和積極性;4、為員工搭建職業(yè)發(fā)展的平臺(tái),滿足員工個(gè)人發(fā)展的訴求,使員工和企業(yè)共同成長(zhǎng);5、完善現(xiàn)有的薪酬體系,發(fā)揮薪酬體系的激勵(lì)作用,提高員工的主動(dòng)性和創(chuàng)造性。
[Abstract]:In recent years, the rapid development of the global Internet industry, brought hitherto unknown opportunities to the development of IT enterprises. Especially in this year's government work report, Premier Li Keqiang put forward "develop" Internet plus "action plan, to promote mobile Internet, cloud computing, big data, networking and modern manufacturing industry with promoting the development of electronic commerce work. The healthy development of Internet and Internet leads the Internet enterprises to expand the international market ".[1]", but the higher employee turnover rate seriously restricts the development of IT enterprises. According to the survey resources, the turnover rate of employees in IT enterprises in 2014 is 20.2% and 22.1% in 2015, while the average turnover rate of the general industry enterprises is only 17%, which is only 17%. IT enterprises are facing serious brain drain problems. This article research object IDEAL company belongs to the typical IT enterprise, which also faces the problems of low employee satisfaction and serious brain drain. These problems not only increase the operating cost of the company, but also reduce the company's project quality and service level, which seriously restrict the IDEAL company. Through the depth analysis of the employee satisfaction of IDEAL company, this paper tries to find effective measures to improve the employee satisfaction of the company so that the employee satisfaction is improved to a certain extent, and the resources of the company can be utilized effectively to promote the healthy development of the IDEAL company business. Study and summarize the relative theory and research results of the degree, find out the shortcomings of the existing employee satisfaction research theory and measurement method, and clarify the problem and theoretical support of this IDEAL company's employee satisfaction research. Secondly, on the basis of the research on the existing employee satisfaction scale and measurement method, through the enterprise of IDEAL company Interview, the company has grasped the actual situation of the employee satisfaction of the company and determined the key factors that affect the employee satisfaction of IDEAL company by means of calculation and analysis. Again, based on the key factors of employee satisfaction of IDEAL company, through the construction of the employee satisfaction index system, the quantification of employee satisfaction evaluation index and the employee satisfaction period In the process of setting up the value of IDEAL, a set of evaluation models can be developed to accurately measure the employee satisfaction of the company. Then, the questionnaire is compiled based on the employee satisfaction evaluation model, and the questionnaire survey is carried out for all the employees of IDEAL company, and the SPSS statistical analysis software is used in the industry, and the Cronbach alpha coefficient is used to carry out the letter. And then using the data statistical analysis methods such as overall analysis, descriptive analysis, difference test analysis and correlation analysis, this paper analyzes the satisfaction of IDEAL employees in a full range, finds out the problems of employee satisfaction in IDEAL company, and then, in combination with the actual problems of IDEAL company, from the management system and the guarantee system And put forward the improvement suggestions and help the IDEAL company to implement the improvement measures to the actual work and improve the employee satisfaction of IDEAL company. Finally, it summarizes the main results of this study and proposes the future research work. Through the research on the employee satisfaction of the IDEAL public company, it is found that (1) the overall IDEAL company is in general. The degree of satisfaction was 2.89 points, at a lower level of satisfaction. Among them, the scores on work reward and personal development were the lowest; (2) among the factors affecting employee satisfaction, employees were at a lower level in welfare treatment, salary reward, personal development space, position promotion, sense of achievement and teamwork. (3) men The satisfaction of employees with shorter working years and outsourced employees is low; (4) the return of work and personal development have an important impact on the improvement of the overall satisfaction of the company. According to the conclusions above, the following suggestions are given to IDEAL company: 1, in the management mechanism, the management system of employee satisfaction is set up, and the management system of employee satisfaction is established continuously. Strengthen and improve the management of employee satisfaction; 2, in the support of support system, establish a platform and mechanism to communicate with employees to ensure that IDEAL companies can and understand the problem of employee satisfaction; 3, strengthen the construction of enterprise culture, improve the sense of belonging and enthusiasm of the employees of the company; and 4, to build a career development for employees. To meet the demands of employees' personal development and make the employees and enterprises grow together; 5, improve the existing salary system, give full play to the incentive effect of the salary system, and improve the initiative and creativity of the employees.
【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】：2016
【分類號(hào)】：F272.92

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本文編號(hào)：1928652