發(fā)布時(shí)間：2018-04-27 07:05

  本文選題：工作滿意度 + 工作投入�。� 參考：《西南大學(xué)》2017年碩士論文

【摘要】：在“互聯(lián)網(wǎng)+”和知識(shí)經(jīng)濟(jì)時(shí)代,信息技術(shù)改革浪潮正席卷中國。相比于從前,各類組織員工的需求已發(fā)生很大的變化:他們的需要層次更高,需求更加多樣化,而不僅僅滿足于基本的物質(zhì)需求。IT行業(yè)聚集著高智商、高素質(zhì)的人才,IT行業(yè)員工對其個(gè)人價(jià)值的實(shí)現(xiàn)越來越重視,同時(shí)他們越來越重視在工作中對組織環(huán)境滿意程度的感知,包括對工作本身、組織結(jié)構(gòu)化、人際關(guān)系和組織文化滿意程度等等的感知。這些高層次需求使IT行業(yè)員工更加重視自我職業(yè)生涯的發(fā)展,若無法達(dá)到員工的要求,就會(huì)導(dǎo)致員工工作懈怠,甚至可能產(chǎn)生離職傾向。這種現(xiàn)象較為普遍地存在于IT行業(yè),這不得不給相關(guān)企業(yè)的內(nèi)部管理敲響了警鐘,不解決內(nèi)憂企業(yè)何以立足?又談何發(fā)展?企業(yè)的發(fā)展離不開人才的支撐,高素質(zhì)的員工是企業(yè)企業(yè)發(fā)展的主要依靠力量,是企業(yè)發(fā)展強(qiáng)有力的保障。因此,如何通過提高員工工作滿意來減少員工的離職,進(jìn)而提高員工工作績效的問題值得進(jìn)一步研究。國內(nèi)外不少學(xué)者較為重視對工作績效的研究,他們認(rèn)為影響工作績效的因素有工作滿意度、工作投入和教育程度、年齡和職位等,而且已有較多的研究成果實(shí)證了工作投入對工作績效也有著密切的聯(lián)系,并具有一定的預(yù)測作用。基于此,本文以IT行業(yè)員工工作滿意度為出發(fā)點(diǎn),以工作投入為中介變量,探討對員工工作績效的影響。本研究通過對工作滿意度、工作投入和工作績效相關(guān)文獻(xiàn)的分析與整理,旨在梳理各變量的理論基礎(chǔ);通過實(shí)證分析了解IT行業(yè)員工工作滿意的各維度,工作投入各維度對員工工作績效的影響關(guān)系;探索工作投入在IT行業(yè)員工工作滿意度對工作績效影響的中介作用;根據(jù)本文研究的結(jié)論,作者提出了如何提高IT行業(yè)員工工作滿意度,滿足員工的期望和需求,盡可能的減少核心員工流失等若干管理啟示;最后,本文對研究結(jié)果進(jìn)行了簡單分析。在研究方法上,本文通過對IT行業(yè)員工進(jìn)行問卷調(diào)查,采用信效度分析、方差分析、相關(guān)分析、回歸分析和結(jié)構(gòu)方程分析等方法,并利用SPSS21.0和AMOS21.0軟件對調(diào)查數(shù)據(jù)進(jìn)行統(tǒng)計(jì)分析。通過實(shí)證分析得到IT行業(yè)員工工作滿意度、工作投入和工作績效之間相互影響關(guān)系的結(jié)果,并對本文的各項(xiàng)假設(shè)進(jìn)行驗(yàn)證。本文的研究結(jié)果顯示:第一,IT行業(yè)員工工作滿意度與工作績效的影響方面,工作滿意度四個(gè)維度中,工作本身、同事關(guān)系和個(gè)人發(fā)展分別對工作績效有顯著正向影響作用,而領(lǐng)導(dǎo)風(fēng)格對工作績的影響作用不顯著。第二,工作滿意度對工作投入的影響方面,工作滿意度四個(gè)維度中,工作本身、領(lǐng)導(dǎo)風(fēng)格、同事關(guān)系和個(gè)人發(fā)展分別對工作投入有顯著正向影響。第三,工作投入與工作績效的影響方面,工作投入三個(gè)維度中,活力、奉獻(xiàn)和專注分別對工作績效有著顯著正向影響;第四,工作投入的中介作用方面,工作投入在IT行業(yè)員工工作滿意度對工作績效的影響中有顯著中介作用;第五,各變量在人口統(tǒng)計(jì)特征上表現(xiàn)出差異性部分顯著。最后,在上述研究的基礎(chǔ)上,本文針對問題提出若干相應(yīng)的管理建議:①根據(jù)員工特征,提高企業(yè)內(nèi)部管理水平;②構(gòu)建和諧的人際關(guān)系;③健全培訓(xùn)發(fā)展機(jī)制,實(shí)現(xiàn)自我價(jià)值;④建立以績效為導(dǎo)向的薪酬管理體系。⑤推動(dòng)企業(yè)文化建設(shè),增強(qiáng)企業(yè)凝聚力。
[Abstract]:In the "Internet plus" and the era of knowledge economy, information technology reform is sweeping Chinese. Compared to the past, the needs of employees of various organizations have undergone tremendous changes: they need a higher level of demand, more diversified, not only to meet the material needs of.IT industry basic together with high IQ, high-quality personnel, IT industry. Workers pay more and more attention to the realization of their personal values. At the same time, they pay more and more attention to the perception of the degree of organizational satisfaction in their work, including the sense of work itself, organizational structure, interpersonal relationship and organizational culture satisfaction. These high levels of demand make the employees of IT industry pay more attention to the development of their career, if they do not To meet the requirements of the staff, it will lead to the employees' work slack and even the turnover intention. This phenomenon is commonly found in the IT industry, which has to ring the alarm bell for the internal management of the related enterprises. Therefore, it is worth further research on how to reduce employees' turnover by improving employees' job satisfaction and further improve their work performance. Many scholars at home and abroad pay more attention to the research on work performance, which they think affect work performance. The factors include job satisfaction, work input and education, age and position, and more research results have shown that the work input has a close connection to work performance and has a certain predictive function. Based on this, this paper takes the job satisfaction of IT industry as the starting point and the work input as the intermediary variable. Through the analysis and arrangement of the literature on job satisfaction, work input and work performance, this study aims at combing the theoretical basis of the various variables; through the empirical analysis, we understand the dimensions of the employees' work satisfaction in the IT industry, the impact of the work input on the work performance of the staff and the work, and the investment in the exploration work. IT industry employees' job satisfaction has a mediating effect on the impact of job performance; according to the conclusion of this study, the author puts forward some managerial implications on how to improve the job satisfaction of employees in the IT industry, meet the expectations and needs of the employees, and reduce the loss of core employees as much as possible. In this paper, through a questionnaire survey of employees in IT industry, this paper adopts the methods of reliability and validity analysis, variance analysis, correlation analysis, regression analysis and structural equation analysis, and uses SPSS21.0 and AMOS21.0 software to analyze the survey data. Through empirical analysis, the job satisfaction, work input and work performance of the employees in IT industry are obtained. The results of the relationship between each other and the hypotheses of this article are verified. The results of this study show that: first, in the four dimensions of job satisfaction and job satisfaction, the four dimensions of job satisfaction, work itself, colleague relationship and individual development have a significant positive impact on job performance, and the leadership is leading. The impact of style on work performance is not significant. Second, in the four dimensions of job satisfaction, job satisfaction, job satisfaction, leadership style, colleague relationship and personal development have a significant positive impact on the work input. Third, the impact of work input and work performance, the work is invested in three dimensions. Energy, dedication and concentration have a significant positive impact on the work performance. Fourth, the intermediary role of the work input, work input in the IT industry employees' job satisfaction has a significant intermediary role in the impact of work performance; fifth, the variables in the demographic characteristics show a significant difference. Finally, in the above study On the basis of this, this paper puts forward some corresponding management suggestions for the problems: (1) improving the internal management level of the enterprise according to the characteristics of the employees; (2) constructing a harmonious interpersonal relationship; (3) improving the training and development mechanism to realize the self value; and establishing a performance oriented salary management system. 5. Promote the construction of enterprise culture and enhance the cohesion of the enterprise.

【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F49

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本文編號(hào)：1809704