銀行業(yè)知識型員工的激勵因素對忠誠度的影響研究
發(fā)布時間：2018-10-20 08:30
【摘要】：當前,上海仍處于朝著國際金融中心目標不斷推進的道路上,人才這一要素可謂是重中之重。銀行業(yè)作為一個知識型員工集聚的行業(yè),呈現(xiàn)著“年輕化、高學歷”的蓬勃態(tài)勢。從人才激勵的角度上來看,企業(yè)如果能更加有效激勵行業(yè)中的人才力量,就能實現(xiàn)對人力資本的合理配置。本文針對知識型員工激勵這一問題,以金融行業(yè)中最具代表性的銀行業(yè)為大范圍,就銀行業(yè)知識型員工的需求特征、激勵因素進行研究,并探究知識型員工激勵因素的感受對員工忠誠度影響的效果,為銀行業(yè)的企業(yè)人力資管理提供基礎的參考�，F(xiàn)有研究鮮有從員工自身需求和激勵層面去探究忠誠度的影響因素,另一方面,對上海銀行業(yè)知識型員工的激勵模型也沒有清晰的框架。本文基于以往的研究成果,對這兩點進行了改進。首先,對國內(nèi)外學者研究知識型員工特征的文獻進行匯總,以及就其所處環(huán)境影響因素對其需求進行分析。同時在以往學者對激勵理論、知識型員工激勵因素研究的基礎上,提煉適合銀行業(yè)知識型員工的四大激勵因素:薪酬福利因素、個人成長因素、工作因素、業(yè)務成就因素;其次通過定量分析知識型員工的激勵因素與態(tài)度忠誠、行為忠誠兩個維度之間的關系模型。通過SPSS和AMOS軟件對數(shù)據(jù)進行統(tǒng)計分析,實證結(jié)果表明:(1)銀行業(yè)知識型員工的激勵因素可分為薪酬福利、個人成長、業(yè)務成就、工作因素等四個維度;(2)薪酬福利、個人成長因素對態(tài)度忠誠、行為忠誠均有正向影響;(3)業(yè)務成就因素對行為忠誠有正向影響,對態(tài)度忠誠無正向影響;(4)工作因素對態(tài)度忠誠有正向影響,對行為忠誠無正向影響。通過以上的實證分析和研究,論文最后提出了對于銀行業(yè)的激勵制度的建設意見。對知識型員工的有效激勵能提高忠誠度,減少人員的流失。第一,完善薪酬福利制度,提供有競爭力的薪酬回報;第二,關注員工的個人成長,激勵知識型員工;第三,關注員工的精神需求,包括工作激勵和業(yè)務成就激勵。
[Abstract]:At present, Shanghai is still on the way towards the goal of international financial center. Banking industry as a knowledge-based staff gathering industry, showing a "younger, higher education" vigorous situation. From the point of view of talent incentive, if the enterprise can motivate the talents in the industry more effectively, it can realize the rational allocation of human capital. Aiming at the problem of motivation of knowledge workers, this paper takes the banking industry, which is the most representative banking industry, as a large scale, to study the demand characteristics and incentive factors of knowledge workers in banking industry. It also explores the effect of motivation factors on employee loyalty and provides the basic reference for human capital management in banking industry. Few studies have explored the influence factors of loyalty in terms of employees' needs and incentives. On the other hand, there is no clear framework for the incentive model of knowledge workers in Shanghai banking industry. Based on the previous research results, this paper improves these two points. Firstly, the literature on the characteristics of knowledge workers at home and abroad is summarized, and the demand of knowledge workers is analyzed according to the factors affecting their environment. At the same time, on the basis of previous scholars' research on incentive theory and motivation factors of knowledge workers, four incentive factors suitable for knowledge workers in banking industry are refined: salary and welfare factor, personal growth factor, work factor and business achievement factor; Secondly, the relationship model between motivation factors and attitude loyalty and behavior loyalty of knowledge workers is analyzed quantitatively. Through the statistical analysis of data by SPSS and AMOS, the empirical results show that: (1) the incentive factors of knowledge workers in banking industry can be divided into four dimensions: salary benefits, personal growth, business achievements, work factors, and (2) salary benefits. Personal growth factors have positive effects on attitude loyalty and behavior loyalty; (3) business achievement factors have positive influence on behavior loyalty, but have no positive influence on attitude loyalty; (4) work factors have positive influence on attitude loyalty, but no positive effect on behavior loyalty. Through the above empirical analysis and research, the paper finally puts forward suggestions for the construction of the banking incentive system. Effective motivation for knowledge workers can improve loyalty and reduce staff turnover. First, improve the compensation and welfare system to provide competitive compensation returns; second, pay attention to the personal growth of employees, motivate knowledge workers; third, pay attention to the spiritual needs of employees, including job motivation and business achievement incentives.
【學位授予單位】：上海外國語大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F832.3
本文編號：2282608
[Abstract]:At present, Shanghai is still on the way towards the goal of international financial center. Banking industry as a knowledge-based staff gathering industry, showing a "younger, higher education" vigorous situation. From the point of view of talent incentive, if the enterprise can motivate the talents in the industry more effectively, it can realize the rational allocation of human capital. Aiming at the problem of motivation of knowledge workers, this paper takes the banking industry, which is the most representative banking industry, as a large scale, to study the demand characteristics and incentive factors of knowledge workers in banking industry. It also explores the effect of motivation factors on employee loyalty and provides the basic reference for human capital management in banking industry. Few studies have explored the influence factors of loyalty in terms of employees' needs and incentives. On the other hand, there is no clear framework for the incentive model of knowledge workers in Shanghai banking industry. Based on the previous research results, this paper improves these two points. Firstly, the literature on the characteristics of knowledge workers at home and abroad is summarized, and the demand of knowledge workers is analyzed according to the factors affecting their environment. At the same time, on the basis of previous scholars' research on incentive theory and motivation factors of knowledge workers, four incentive factors suitable for knowledge workers in banking industry are refined: salary and welfare factor, personal growth factor, work factor and business achievement factor; Secondly, the relationship model between motivation factors and attitude loyalty and behavior loyalty of knowledge workers is analyzed quantitatively. Through the statistical analysis of data by SPSS and AMOS, the empirical results show that: (1) the incentive factors of knowledge workers in banking industry can be divided into four dimensions: salary benefits, personal growth, business achievements, work factors, and (2) salary benefits. Personal growth factors have positive effects on attitude loyalty and behavior loyalty; (3) business achievement factors have positive influence on behavior loyalty, but have no positive influence on attitude loyalty; (4) work factors have positive influence on attitude loyalty, but no positive effect on behavior loyalty. Through the above empirical analysis and research, the paper finally puts forward suggestions for the construction of the banking incentive system. Effective motivation for knowledge workers can improve loyalty and reduce staff turnover. First, improve the compensation and welfare system to provide competitive compensation returns; second, pay attention to the personal growth of employees, motivate knowledge workers; third, pay attention to the spiritual needs of employees, including job motivation and business achievement incentives.
【學位授予單位】：上海外國語大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F832.3
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