本文選題：鐵路 + 國(guó)有企業(yè)　； 參考：《華南理工大學(xué)》2012年碩士論文

【摘要】：鐵路是國(guó)有企業(yè)特點(diǎn)保存相當(dāng)完好的大企業(yè)，其管理體制、運(yùn)營(yíng)方式、經(jīng)營(yíng)管理還深受計(jì)劃經(jīng)濟(jì)時(shí)代的影響。作為鐵路一個(gè)基層旅客運(yùn)輸窗口單位，KY公司負(fù)責(zé)旅客運(yùn)輸服務(wù)工作，用工形式包括全民合同制職工、勞務(wù)派遣工、勞務(wù)輸入員工等，全民合同制職工中，又分為干部和工人，干部即管理人員的角色，其員工隊(duì)伍結(jié)構(gòu)和企業(yè)文化特點(diǎn)，都具有濃厚的“鐵路”色彩，可以說(shuō)是大鐵路的一個(gè)小縮影，具有一定的代表性。近幾年管理人員離職數(shù)量有所上升，并且職務(wù)級(jí)別越來(lái)越高、學(xué)歷越來(lái)越高、辭職的也越來(lái)越多，給公司離職管理提出了更加嚴(yán)峻的挑戰(zhàn)。 本文首先經(jīng)過(guò)介紹了KY公司的背景、管理結(jié)構(gòu)和管理人員隊(duì)伍情況，分析了2008年至2011年管理人員離職出現(xiàn)的新的特點(diǎn)，說(shuō)明離職管理的必要性和緊迫性。然后經(jīng)過(guò)對(duì)部分管理人員進(jìn)行訪談，，總結(jié)可能導(dǎo)致管理人員離職的原因。再根據(jù)訪談結(jié)果，設(shè)計(jì)調(diào)查問(wèn)卷，深入分析工作滿意度、企業(yè)文化、心理契約、組織承諾等與離職的關(guān)系。 本文利用SPSS17.0軟件，對(duì)有效的155份問(wèn)卷進(jìn)行數(shù)據(jù)分析。首先采用相關(guān)分析方法對(duì)問(wèn)卷項(xiàng)目進(jìn)行區(qū)分度分析，其次對(duì)量表進(jìn)行效度和信度分析，第三對(duì)量表進(jìn)行相關(guān)性分析，第四對(duì)不同個(gè)體特征的差異性進(jìn)行分析，最后做的是回歸分析，從而掌握了KY公司管理人員隊(duì)伍現(xiàn)實(shí)狀況。 通過(guò)對(duì)問(wèn)卷結(jié)果的分析，結(jié)合KY公司實(shí)際情況和問(wèn)卷開(kāi)放問(wèn)題的結(jié)果，對(duì)KY公司降低管理人員離職傾向、提高工作滿意度提出了幾點(diǎn)改進(jìn)建議。一是提高管理人員工作滿意度；二是加強(qiáng)企業(yè)文化建設(shè)；三是重視管理人員人才隊(duì)伍的梯度建設(shè)。
[Abstract]:Railway is a large enterprise whose characteristics are well preserved. Its management system, operation mode and management are also deeply influenced by the planned economy era. As a grass-roots railway passenger transport window unit, KY Company is responsible for passenger transport services. The employment forms include the contract workers of the whole people, the labor dispatch workers, the labor importation workers, etc. Among the staff and workers under the contract system of the whole people, they are also divided into cadres and workers. The role of cadres, that is, managers, the structure of the staff and the characteristics of the enterprise culture, all have a strong "railway" color, can be said to be a small epitome of the large railway, with a certain degree of representativeness. In recent years, the number of managers leaving their jobs has increased, and the level of positions is getting higher and higher, higher and higher academic qualifications, more and more resignations, which has posed a more serious challenge to the company's turnover management. First of all, this paper introduces the background of KY Company. This paper analyzes the new features of management staff separation from 2008 to 2011, and explains the necessity and urgency of separation management. Then some managers are interviewed to summarize the reasons that may lead to the departure of managers. Based on the results of the interview, a questionnaire was designed to analyze the relationship between job satisfaction, corporate culture, psychological contract, organizational commitment and turnover. The data of 155 valid questionnaires were analyzed by SPSS 17.0 software. First, the questionnaire items were analyzed by correlation analysis, then the validity and reliability of the scale were analyzed, the third was the correlation analysis of the scale, and the fourth was the analysis of the differences of individual characteristics. Finally, the regression analysis is made to grasp the actual situation of the management team of KY Company. Through the analysis of the results of the questionnaire, combined with the actual situation of KY Company and the results of the open questions, the author reduces the turnover intention of the management staff in KY Company. Some suggestions for improving job satisfaction are put forward. First, to improve the job satisfaction of managers; second, to strengthen the construction of corporate culture; third, to attach importance to the gradient construction of managerial personnel.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：F272.92;F532

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本文編號(hào)：2007805