本文選題：鐵路職工 + 滿意度調(diào)查�。� 參考：《西南交通大學(xué)》2012年碩士論文

【摘要】：本論文在大量閱讀研究工作滿意度和員工激勵(lì)相關(guān)文獻(xiàn)的基礎(chǔ)上,針對(duì)鐵路企業(yè)人才嚴(yán)重流失的現(xiàn)象,結(jié)合目前北京鐵路局用人管理機(jī)制和職工工作滿意度測(cè)評(píng),深入分析了目前鐵路企業(yè)工作滿意度情況,既豐富了該理論的研究對(duì)象,又對(duì)解釋我國(guó)鐵路企業(yè)人才流失的現(xiàn)象有一定的意義,同時(shí),通過進(jìn)一步提出的激勵(lì)機(jī)制改善分析與設(shè)計(jì)探討,對(duì)企業(yè)如何完善其用人制度,構(gòu)建合理的人力資源管理體系有一定指導(dǎo)意義。 (1)緒論。通過國(guó)內(nèi)外對(duì)工作滿意度和激勵(lì)相關(guān)文獻(xiàn)的分析和綜述,在深入理解前人研究方法和成功研究案例的基礎(chǔ)上,結(jié)合本論文研究背景,提出了本研究的意義和主要研究?jī)?nèi)容、思路和創(chuàng)新點(diǎn)。 (2)鐵路企業(yè)人員激勵(lì)概況。以作者所在單位北京鐵路局為實(shí)例,在對(duì)北京鐵路局組織機(jī)構(gòu)及人員結(jié)構(gòu)進(jìn)行分析的基礎(chǔ)上,對(duì)目前鐵路局的人力資源管理現(xiàn)狀進(jìn)行了深入分析。 (3)職工工作滿意度測(cè)評(píng)。在前章對(duì)北京鐵路局人員管理現(xiàn)狀進(jìn)行深入分析的基礎(chǔ)上,對(duì)目前職工工作滿意度進(jìn)行測(cè)評(píng),并對(duì)測(cè)評(píng)結(jié)果及影響整體工作滿意度的因素的影響程度進(jìn)行進(jìn)一步定量分析,為后續(xù)章節(jié)進(jìn)行激勵(lì)改善提供依據(jù)。 (4)職工激勵(lì)機(jī)制改善。在前章分析的基礎(chǔ)上,對(duì)影響職工整體工作滿意度大且在滿意度測(cè)評(píng)得分較低的因素進(jìn)行進(jìn)一步分析,提出改善措施,以指導(dǎo)鐵路企業(yè)完善人員用工機(jī)制,提高職工工作滿意度和忠誠(chéng)度。 最后,本研究在結(jié)合我國(guó)鐵路企業(yè)具體情況的前提下,探討分析以上研究結(jié)果,建議鐵路企業(yè)應(yīng)從以下幾個(gè)方面做出改進(jìn)：建立公平合理的薪酬體系、加強(qiáng)培訓(xùn)、建立公平競(jìng)爭(zhēng)的晉升機(jī)制、提升福利待遇。
[Abstract]:On the basis of reading a large number of literature on job satisfaction and employee motivation, this paper aims at the phenomenon of serious brain drain in railway enterprises, combining with the current management mechanism of personnel and the evaluation of employee job satisfaction in Beijing Railway Administration. This paper deeply analyzes the present situation of railway enterprises' job satisfaction, which not only enriches the research object of this theory, but also has certain significance to explain the phenomenon of the brain drain of railway enterprises in our country, at the same time, Through further analysis and discussion on the improvement and design of the incentive mechanism, it is of certain guiding significance for enterprises to perfect their employment system and to construct a reasonable human resource management system. (1) introduction. Through the analysis and review of the literature on job satisfaction and motivation at home and abroad, on the basis of deeply understanding the previous research methods and successful research cases, combining with the research background of this paper, this paper puts forward the significance and main research content of this research. Train of thought and innovation. (2) the general situation of personnel incentive in railway enterprises. Taking the Beijing Railway Administration, the author's unit, as an example, based on the analysis of the organization and personnel structure of the Beijing Railway Administration, The present situation of human resource management of railway bureau is analyzed deeply. (3) employee job satisfaction evaluation. On the basis of the deep analysis of the present situation of personnel management of Beijing Railway Administration in the previous chapter, the present job satisfaction degree of the workers is evaluated, and the results of the evaluation and the influence degree of the factors affecting the overall job satisfaction are further quantitatively analyzed. For the following chapters to provide basis for incentive improvement. (4) staff incentive mechanism improvement. On the basis of the analysis in the previous chapter, this paper further analyzes the factors that affect the overall job satisfaction of the workers and staff, and puts forward some improvement measures to guide railway enterprises to perfect the employment mechanism. Improve employee job satisfaction and loyalty. Finally, on the premise of combining the specific situation of railway enterprises in our country, this study discusses and analyzes the above research results, and suggests that railway enterprises should make some improvements from the following aspects: establishing a fair and reasonable compensation system, strengthening training, Set up fair competition promotion mechanism, raise welfare treatment.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F532;F272.92

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