【摘要】：隨著我國經(jīng)濟跨越式的發(fā)展,經(jīng)濟全球化已經(jīng)成為勢不可擋的時代浪潮,洶涌地向我們襲來。改革開放三十年的政策紅利讓眾多企業(yè)走向世界前端,招商銀行作為商業(yè)銀行業(yè)的龍頭企業(yè),占據(jù)著重要的地位,為我國經(jīng)濟發(fā)展做出了巨大貢獻(xiàn)。然而近年來經(jīng)濟增速持續(xù)放緩,新常態(tài)成為我國經(jīng)濟真實寫照,如何從低附加價值供應(yīng)方式轉(zhuǎn)變?yōu)楣δ軇?chuàng)新、自主研發(fā)的高附加值供應(yīng)方式成為眾多企業(yè)深思的重要問題。為了適應(yīng)外界激烈的競爭環(huán)境,不少企業(yè)開始探索新的人才培養(yǎng)模式,不斷調(diào)整人才結(jié)構(gòu),優(yōu)化培訓(xùn)方式,探索解決高人力成本、人才外流、人力資源管理效率低下等問題的有效方法,管理者們開始以更為前瞻的視角揣度著企業(yè)發(fā)展大趨勢。本文在參考借鑒已有的研究成果基礎(chǔ)之上,結(jié)合目前招商銀行人力資源現(xiàn)狀,編制了具有公司特色的員工滿意度調(diào)查表,對昆明市部分招商銀行一級管理人員、二級管理人員、員工進(jìn)行問卷調(diào)查,發(fā)放問卷250份,回收有效問卷198份。運用SPSS軟件對調(diào)查結(jié)果進(jìn)行統(tǒng)計和分析,旨在了解商業(yè)銀行員工對工作各個維度的滿意度情況,找出員工滿意度低下的主要原因,并針對問題提出改進(jìn)商業(yè)銀行員工滿意度的對策與建議。本研究主要得到以下結(jié)論：(1)經(jīng)過實地調(diào)查和問卷因子分析,員工滿意度主要由五個主要影響因子構(gòu)成,分別是工作本身、薪酬水平、人際關(guān)系、晉升及個人發(fā)展以及組織制度與管理；(2)被調(diào)查招商銀行員工對工作總體滿意度評價為3.56分,超過及格水平,員工對工作總體感覺較為滿意。在五個主要影響因子中,員工對薪酬水平的評價最高,對晉升及個人發(fā)展評價最低；(3)通過獨立樣本T檢驗得到員工性別會顯著影響員工滿意度,并且女性員工總體評價高于男性員工；(4)通過單因素方差分析得到員工年齡、職級、工齡都對工作滿意度產(chǎn)生顯著影響；基于以上結(jié)論,本文從豐富工作內(nèi)容、保障薪酬分配公平性、建立暢通的溝通渠道、提高培訓(xùn)有效性、提供廣闊的職業(yè)發(fā)展空間以及完善企業(yè)各項管理機制等方面提出了改善員工滿意度,提高工作積極性,提升人力資源管理能力的具體建議。
[Abstract]:With the development of our country's economy, economic globalization has become an unstoppable tide of times. The policy dividend of 30 years of reform and opening up makes many enterprises go to the front end of the world. China Merchants Bank, as the leading enterprise of commercial banking, occupies an important position and has made great contributions to the economic development of our country. However, in recent years, the economic growth rate has been slowing, and the new normal has become the true portrayal of our economy. How to change from low value-added supply mode to functional innovation, and how to develop independent research and development of high value-added supply mode has become an important issue for many enterprises to ponder. In order to adapt to the fierce external competitive environment, many enterprises have begun to explore new talent training models, constantly adjust the talent structure, optimize training methods, and explore solutions to high manpower costs and brain drain. With the effective methods of low efficiency of human resource management, managers begin to speculate on the trend of enterprise development from a more forward-looking perspective. On the basis of referring to the existing research results and combining the current human resource situation of China Merchants Bank, this paper has compiled the employee satisfaction questionnaire with company characteristics, to some of the first and second level managers of China Merchants Bank in Kunming. The staff conducted a questionnaire survey, distributed 250 questionnaires, and recovered 198 valid questionnaires. By using SPSS software to analyze the survey results, the purpose of this paper is to find out the main reasons for the low satisfaction of the employees in the commercial banks, in order to understand the satisfaction of the employees in all dimensions of their work. To solve the problem, the paper puts forward the countermeasures and suggestions to improve the employee satisfaction of commercial banks. The main conclusions of this study are as follows: (1) through field investigation and questionnaire factor analysis, employee satisfaction is mainly composed of five main influencing factors, namely, job itself, salary level, interpersonal relationship, etc. Promotion and personal development as well as organizational system and management; (2) the employees of China Merchants Bank surveyed had a total job satisfaction rating of 3.56 points, which exceeded the passing level, and the employees were more satisfied with the overall job satisfaction. Among the five main influencing factors, employees' evaluation of salary level is the highest, and that of promotion and personal development is the lowest. (3) the results of independent sample T test showed that gender significantly affected employee satisfaction, and the overall evaluation of female employees was higher than that of male employees. (4) univariate ANOVA showed that age, rank and length of service had significant effects on job satisfaction; Based on the above conclusions, this paper aims to enrich the work content, ensure the fairness of salary distribution, establish unblocked communication channels, and improve the effectiveness of training. To provide broad career development space and improve the management mechanism of enterprises, this paper puts forward some concrete suggestions to improve employee satisfaction, work enthusiasm and human resource management ability.
【學(xué)位授予單位】：云南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F832.33

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本文編號：2355142