本文選題：工作不安全感 + 組織支持感��； 參考：《江南大學(xué)》2014年碩士論文

【摘要】：隨著我國銀行業(yè)的不斷開放以及利率市場化的逐步推進(jìn)，在互聯(lián)網(wǎng)金融時(shí)代，我國商業(yè)銀行之間、商業(yè)銀行與其他金融機(jī)構(gòu)以及與民營資本之間的競爭越來越激烈，對商業(yè)銀行的發(fā)展造成了巨大的沖擊。與此同時(shí)，商業(yè)銀行員工的工作環(huán)境也發(fā)生著深刻的變化，銀行的組織變革、雇傭環(huán)境的變化以及競爭的壓力等都使商業(yè)銀行員工不斷體驗(yàn)到一種對行業(yè)發(fā)展前景和自身工作的擔(dān)憂與無力感，即“工作不安全感”。工作不安全感除了會(huì)對員工的身心健康造成不利影響之外，還會(huì)使員工產(chǎn)生消極的工作態(tài)度與行為，最終會(huì)有損商業(yè)銀行的活力與競爭力。 本文在相關(guān)理論和模型的基礎(chǔ)上，通過理論推導(dǎo)構(gòu)建了工作不安全感、工作投入、組織支持感三者之間的模型框架，主要研究商業(yè)銀行員工工作不安全感的結(jié)構(gòu)維度以及對工作投入的影響機(jī)制，探索組織支持感在其中的調(diào)節(jié)效應(yīng)，并根據(jù)研究結(jié)果和討論為商業(yè)銀行的管理實(shí)踐提供幫助。本文首先在文獻(xiàn)分析的基礎(chǔ)上，結(jié)合對19名商業(yè)銀行員工的訪談研究結(jié)果確定了調(diào)查問卷，隨后對溫州、無錫、上海、蘇州、鄭州、宿遷等全國二十多個(gè)城市的256名商業(yè)銀行員工進(jìn)行了問卷調(diào)查，主要運(yùn)用SPSS19.0和LISREL8.7對問卷數(shù)據(jù)進(jìn)行處理以及實(shí)證分析。 實(shí)證研究的結(jié)果表明：第一，我國商業(yè)銀行員工的工作不安全感由工作喪失、工作執(zhí)行、薪酬晉升、過度競爭和人際關(guān)系不安全感五個(gè)維度構(gòu)成，且其工作不安全感在年齡、教育程度、工齡、職位、銀行類型和工作編制方面存在顯著差異，而在性別和婚姻狀況方面沒有顯著差異。第二，，工作不安全感對工作投入有顯著的負(fù)向預(yù)測作用，即工作不安全感越高，工作投入越低，其中，工作喪失、工作執(zhí)行、薪酬晉升和過度競爭不安全感四個(gè)維度對工作投入的負(fù)向預(yù)測作用顯著，而人際關(guān)系不安全感對工作投入的影響不顯著。第三，在工作喪失、工作執(zhí)行和過度競爭不安全感與工作投入的關(guān)系中，組織支持感具有顯著的正向調(diào)節(jié)作用，而對薪酬晉升和人際關(guān)系不安全感與工作投入之間關(guān)系的調(diào)節(jié)效應(yīng)不顯著。 本文最后根據(jù)研究結(jié)果和討論提出了對商業(yè)銀行管理實(shí)踐的啟示：商業(yè)銀行管理者要重視員工的工作不安全感及其對員工工作投入的影響，根據(jù)員工工作不安全感的差異以及對工作投入的主要影響因素有針對性的采取相應(yīng)的措施來緩解員工的工作不安全感，同時(shí)要重視組織支持感的有效調(diào)節(jié)作用。
[Abstract]:With the continuous opening of China's banking industry and the gradual promotion of interest rate marketization, in the era of Internet finance, the competition between commercial banks, commercial banks and other financial institutions and private capital is becoming more and more intense in the era of Internet finance, which has caused great impact on the development of commercial banks. At the same time, the work of commercial banks employees. Profound changes have taken place in the environment. The organizational change of the bank, the change of the employment environment and the pressure of competition have made the employees of commercial banks constantly experience a sense of concern and weakness of the prospects for the development of the industry and their own work, that is, "work insecurity". Besides, employees will also have negative attitudes and behaviors, which will eventually damage the vitality and competitiveness of commercial banks.
On the basis of relevant theories and models, this paper constructs a model framework between the three groups of work insecurity, work input and organizational support through theoretical deduction. It mainly studies the structure dimension of the job insecurity of commercial banks and the mechanism of influence on work input, and explores the regulatory effect of organizational support, and the root of the organizational support. According to the research results and discussion, the paper provides help for the management practice of commercial banks. On the basis of literature analysis, this paper first confirmed the questionnaire on the interview results of 19 commercial bank employees, and then asked 256 commercial banks in more than 20 cities, such as Wenzhou, Wuxi, Shanghai, Suzhou, Zhengzhou, Suqian and other cities. Volume survey, mainly using SPSS19.0 and LISREL8.7 to deal with the questionnaire data and empirical analysis.
The results of the empirical study show that: first, the job insecurity of the employees in China's commercial banks consists of five dimensions of job loss, job execution, salary promotion, excessive competition and insecurity of interpersonal relationship, and there are significant differences in age, education, work age, job position, type of bank and work compiling. There is no significant difference in gender and marital status. Second, work insecurity has a significant negative predictive effect on work input, that is, the higher the job insecurity is, the lower the work input, and the four dimensions of job loss, job execution, salary promotion and excessive competition insecurity are significant to the negative prediction of work input. The impact of interpersonal insecurity on work input is not significant. Third, in the relationship between job loss, job execution and excessive competition insecurity and work input, the sense of organizational support has a significant positive adjustment effect, while the adjustment effect on the relationship between salary promotion and interpersonal insecurity and work input is not significant.
Finally, according to the results and discussion, the paper puts forward the enlightenment to the management practice of commercial banks: the commercial bank managers should attach importance to the employees' work insecurity and their impact on the employee's work input, and take corresponding measures according to the differences in the insecurity of the employees' work and the main influencing factors of the work input. In order to relieve employees' sense of insecurity, we should also attach importance to the effective moderating effect of organizational support.

【學(xué)位授予單位】：江南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F832.33

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本文編號(hào)：1809416