本文關鍵詞： 證券業(yè) 新生代員工 激勵因素 因子分析　出處：《北京交通大學》2017年碩士論文　論文類型：學位論文

【摘要】：隨著資本市場的進一步發(fā)展,越來越多的新生代員工投身于證券行業(yè),成為各大證券公司的主力軍。在工作中,他們被激勵程度的強弱直接影響其工作積極性的大小,并最終影響到證券公司的效益。與他們的職場前輩相比,目前證券業(yè)新生代員工學歷水平已經(jīng)有了較大的提升,其價值觀和個性特點也與后者大不相同。根據(jù)2015年中國證券業(yè)協(xié)會發(fā)布的關于從業(yè)人員的數(shù)據(jù)報告顯示,目前證券從業(yè)人員存在忠誠度較低、工作滿意度不高等現(xiàn)象。因此,伴隨著資本市場的發(fā)展,如何進一步增強證券業(yè)新生代員工的被激勵程度以提高其工作積極性,進而增強證券公司的競爭力,成為目前需要解決的問題。為此,本文從員工對激勵因素的實際感受出發(fā),以中國證券業(yè)新生代員工為研究群體,探討激勵政策的改善方法,為證券公司更好的激勵員工提供依據(jù)。首先,本文整理和收集文獻來定義證券業(yè)新生代員工的概念,并回顧前人的研究成果。其次通過整合國內外有關員工需求的相關文獻和相應理論,歸納出21個激勵證券業(yè)新生代員工努力工作的因素。再次,基于前人文獻制定本研究的調查問卷,在驗證了問卷的信度和效度后,發(fā)放正式調查問卷。最后,通過SPSS19.0軟件對所收集的數(shù)據(jù)進行因子分析,在得到3個與工作積極性相關的影響因子后,再將其與因變量工作積極性聯(lián)系并建立回歸模型。本研究發(fā)現(xiàn)公司管理因子、工作價值因子和組織環(huán)境因子這三個因子都會正向影響員工工作積極性;在對激勵因素的實際感受中,得分最高和最低的分別是人際關系和股權激勵。因此,應依據(jù)證券公司自身情況從這3個維度出發(fā),探討有效的激勵政策,以提高員工工作積極性、提升證券公司效益。
[Abstract]:With the further development of the capital market, more and more new generation of employees are engaged in the securities industry and become the main force of the major securities companies. Their level of motivation directly affects their level of motivation, and ultimately affects the effectiveness of the securities firm. Compared with their predecessors in the workplace. At present, the level of education of the new generation of employees in the securities industry has been greatly improved. Its values and personality characteristics are also very different from the latter. According to the data report on employees released by the China Securities Industry Association in 2015, the current securities practitioners have low loyalty. Therefore, with the development of the capital market, how to further enhance the new generation of employees in the securities industry to enhance their enthusiasm to work, and then enhance the competitiveness of securities companies. It has become a problem to be solved at present. Therefore, based on the employees' actual experience of incentive factors, this paper takes the new generation of employees in China's securities industry as a research group to explore the ways to improve the incentive policy. First of all, this paper collates and collects the literature to define the concept of the new generation of employees in the securities industry. And review the previous research results. Secondly, through the integration of domestic and foreign related staff demand literature and corresponding theory, summed up 21 incentives for the new generation of employees in the securities industry to work hard. Again. Based on the previous literature, the questionnaire was developed, after the reliability and validity of the questionnaire was verified, the formal questionnaire was issued. Finally, factor analysis of the collected data was carried out by SPSS19.0 software. After getting three influencing factors related to work motivation, we linked them to dependent variables' work enthusiasm and established a regression model. This study found that corporate management factors. The work value factor and the organization environment factor all will positively affect the employee's work enthusiasm; In the actual feeling of incentive factors, the highest and lowest scores are interpersonal relationship and equity incentive respectively. Therefore, the effective incentive policy should be discussed according to the three dimensions of the securities company's own situation. In order to improve the enthusiasm of employees to improve the efficiency of securities companies.
【學位授予單位】：北京交通大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F832.39

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