【摘要】：近年來，有關員工滿意度的研究已成為各行各業(yè)共同關注的研究熱點。大量研究表明，，一定的薪酬激勵可以提高員工滿意度，但是薪酬激勵過度，反而會產(chǎn)生邊際效應遞減效應，導致員工滿意度下降，從而降低員工工作投入與工作效果，最終也將抑制員工所在企業(yè)的業(yè)績與發(fā)展。同時，作為企業(yè)工作的員工，其滿意度也離不開具體工作的壓力以及對企業(yè)文化的認同感。已有研究表明，員工工作壓力會對薪酬激勵強度與員工滿意度間相關關系起到負向作用，員工對企業(yè)文化認同感會對薪酬激勵強度與員工滿意度間相關關系起到正向作用，但這一結論的適用性還有待進一步分析驗證。 本研究選取中國工商銀行、中國建設銀行、中國農(nóng)業(yè)銀行、中國銀行、交通銀行五大國有商業(yè)銀行的一線員工作為研究對象，展開一系列的調(diào)查研究與實證分析。通過對薪酬激勵、工作壓力、企業(yè)文化認同感、員工滿意度相關理論文獻和實證研究的回顧，在前人研究的基礎上，提出了自己的理論模型，進一步研究這四個變量之間的關系。 本文首先對國有商業(yè)銀行員工薪酬激勵強度、工作壓力、對企業(yè)文化認同感、工作滿意感的狀況進行系統(tǒng)的調(diào)查研究；其次，運用相關分析、多元回歸分析和中介效應檢驗等統(tǒng)計分析方法分析了不同薪酬激勵強度與員工滿意感之間的關系，其中重點探索了工作壓力與對企業(yè)文化認同感的中介作用。最后，根據(jù)研究結果與結論，對國有商業(yè)銀行員工激勵與管理上提出了詳細的建議與意見，旨在最大限度保證員工工作滿意感，進而培養(yǎng)員工對企業(yè)的忠誠度，促進員工本身和企業(yè)的發(fā)展。
[Abstract]:In recent years, the research on employee satisfaction has become a common concern of various industries. A large number of studies show that a certain salary incentive can improve employee satisfaction, but excessive salary incentive will produce a diminishing marginal effect, which will lead to a decline in employee satisfaction, thereby reducing the employee's work engagement and work effect. Finally, it will restrain the performance and development of the employees. At the same time, as employees, their satisfaction can not be separated from the pressure of specific work and the identity of corporate culture. Previous studies have shown that employee work stress has a negative effect on the correlation between salary incentive intensity and employee satisfaction, and employee identity on corporate culture can play a positive role in the correlation between salary incentive intensity and employee satisfaction. However, the applicability of this conclusion needs further analysis and verification. This study selects five state-owned commercial banks of Industrial and Commercial Bank of China, China Construction Bank, Agricultural Bank of China, Bank of China and Bank of Communications as the research object, and carries out a series of investigation and empirical analysis. Based on the review of relevant theoretical literature and empirical research on salary incentive, job pressure, corporate culture identity, employee satisfaction, and on the basis of previous studies, this paper puts forward its own theoretical model. Further study the relationship between the four variables. Firstly, this paper makes a systematic investigation and research on the employees' salary incentive intensity, work pressure, corporate culture identity and job satisfaction in state-owned commercial banks. Multivariate regression analysis and intermediary effect test are used to analyze the relationship between different salary incentive intensity and employee satisfaction. The emphasis is on the mediating role of work pressure and corporate culture identity. Finally, according to the results and conclusions of the research, the paper puts forward detailed suggestions and suggestions on the staff motivation and management of state-owned commercial banks, aiming to ensure the employees' job satisfaction to the maximum extent, and then to train the employees' loyalty to the enterprise. Promote the development of employees themselves and enterprises.
【學位授予單位】：哈爾濱工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F832.33;F272.92

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