【摘要】：隨著房地產(chǎn)行業(yè)的蓬勃發(fā)展，物業(yè)管理作為新興的服務(wù)業(yè)也在迅速崛起，人才不僅成為企業(yè)可持續(xù)發(fā)展的最大源動力，同時(shí)也成為企業(yè)發(fā)展的戰(zhàn)略性資源。近十年來，物業(yè)服務(wù)行業(yè)仍然保持著勞動密集型服務(wù)業(yè)的顯著特征，一線員工流動性大，技術(shù)人才供不應(yīng)求，而且由于員工流動性大，導(dǎo)致企業(yè)人才流失，并且不利于企業(yè)持續(xù)提升服務(wù)質(zhì)量。 本研究主要采用了調(diào)查問卷的形式，從CG物業(yè)公司選取了不同傳記特征的員工作為調(diào)查對象進(jìn)行實(shí)證研究；然后根據(jù)問卷收集的數(shù)據(jù)信息，使用SPSS15.0和LISREL8.7作為統(tǒng)計(jì)工具進(jìn)行數(shù)據(jù)分析。通過定量分析，對員工－企業(yè)匹配、工作滿意感和離職傾向之間關(guān)系進(jìn)行研究，以幫助企業(yè)招聘和培養(yǎng)與企業(yè)發(fā)展相匹配的人才隊(duì)伍，提高工作滿意度，降低離職率，促進(jìn)員工與企業(yè)共同協(xié)調(diào)發(fā)展。 本文研究的主要結(jié)論有：第一，通過探索性因子分析，得出CG物業(yè)公司員工－企業(yè)匹配包括三個(gè)因子：即資源－需求匹配、能力－需要匹配和一致性匹配；CG物業(yè)公司員工的工作滿意感有一個(gè)因子，即工作滿意感；CG物業(yè)公司員工離職傾向有一個(gè)因子，即離職傾向。第二，通過契合度分析發(fā)現(xiàn)：員工的年齡對一致性匹配有顯著差異，員工受教育程度對能力－需要匹配和離職傾向有顯著差異，職務(wù)類別對資源－需求匹配和工作滿意感有顯著差異，，管理人員與一般員工、不同職位層級的員工在資源－需求匹配、能力－需要匹配、一致性匹配及工作滿意感、離職傾向均有顯著差異。第三，通過回歸分析發(fā)現(xiàn)：員工－企業(yè)匹配的資源－需求匹配、能力－需要匹配和一致性匹配對工作滿意感均有顯著正向影響；而資源－需求匹配、能力－需要匹配和一致性匹配對離職傾向均無影響。此外，工作滿意感對離職傾向也沒有影響。而員工年齡、服務(wù)年限、更換單位次數(shù)和年收入對資源－需求匹配均有顯著影響；職位層級對能力－需要匹配的影響最大；員工年齡和服務(wù)年限對一致性匹配的影響最大；職務(wù)類別、更換單位次數(shù)及年收入對工作滿意感影響最大；員工年收入對離職傾向的影響最大。 本文的研究結(jié)論為CG物業(yè)公司管理當(dāng)局提供了可靠的人力資源管理策略，指導(dǎo)企業(yè)更多關(guān)注并立足于完善員工與企業(yè)匹配、以及明確得出可有效改善員工與企業(yè)匹配及提高工作滿意感的具體要素，可以減少企業(yè)因人才流失而帶來的損失，實(shí)現(xiàn)員工與企業(yè)發(fā)展的高度匹配。
[Abstract]:With the vigorous development of the real estate industry, property management, as a new service industry, is also rising rapidly. Talents not only become the biggest source of sustainable development of enterprises, but also become the strategic resources of enterprise development. In the past ten years, the property service industry still maintains the remarkable characteristics of labor-intensive service industry, the first-line staff mobility is large, the supply of technical talents exceeds the demand, and because of the large employee mobility, it leads to the brain drain of enterprises, and is not conducive to the continuous improvement of service quality. This study mainly adopts the form of questionnaire, and selects employees with different biographical characteristics as the object of empirical research from CG property company. Then, according to the data information collected by the questionnaire, SPSS15.0 and LISREL8.7 are used as statistical tools for data analysis. Through quantitative analysis, this paper studies the relationship between employee-enterprise matching, job satisfaction and turnover intention, in order to help enterprises recruit and cultivate talents matching with the development of enterprises, improve job satisfaction, reduce turnover rate and promote the coordinated development of employees and enterprises. The main conclusions of this paper are as follows: first, through exploratory factor analysis, it is concluded that the employee-enterprise matching of CG property company includes three factors: resource-demand matching, ability-need matching and consistency matching; the job satisfaction of CG property company employees has a factor, that is, job satisfaction; and the turnover intention of CG property company employees has a factor, that is, turnover intention. Secondly, through the analysis of fit degree, it is found that there are significant differences in age-to-consistency matching, ability-need matching and turnover intention of employees, job categories have significant differences in resource-demand matching and job satisfaction, managers and general employees, employees at different position levels in resource-demand matching, competency-need matching, consistency matching and job satisfaction. There were significant differences in turnover intention. Thirdly, through regression analysis, it is found that employee-enterprise matching resource-demand matching, competency-need matching and consistency matching have significant positive effects on job satisfaction, while resource-demand matching, competency-need matching and consistency matching have no effect on turnover intention. In addition, job satisfaction has no effect on turnover intention. However, employee age, length of service, number of replacement units and annual income have significant effects on resource-demand matching; position level has the greatest impact on ability-need matching; employee age and length of service have the greatest impact on consistency matching; job category, number of replacement units and annual income have the greatest impact on job satisfaction, and employee annual income has the greatest impact on turnover intention. The conclusion of this paper provides a reliable human resource management strategy for the management authorities of CG property company, instructs enterprises to pay more attention to and based on perfecting the matching between employees and enterprises, and clearly obtains the specific elements that can effectively improve the matching between employees and enterprises and improve job satisfaction, which can reduce the loss caused by brain drain and realize the high matching between employees and enterprises.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92

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