發(fā)布時間：2018-05-28 10:15

  本文選題：職業(yè)病防治機構(gòu) + 人員工作滿意度��； 參考：《中南大學》2012年碩士論文

【摘要】：[目的]了解湖南省職業(yè)病防治機構(gòu)人員工作滿意度及對湖南省職業(yè)病防治機構(gòu)人力資源管理質(zhì)量進行相關(guān)分析,為今后湖南省職防機構(gòu)制定人力資源管理方案提供科學依據(jù)。 [方法]問卷調(diào)查法,結(jié)構(gòu)方程模型分析。全省各級職防機構(gòu)人員隨機抽查。問卷發(fā)放對象將分布到各個級別職防機構(gòu),并涵蓋所有部門。全省有職防機構(gòu)：省級機構(gòu)1個,是問卷發(fā)放對象；市級機構(gòu)5個。每個機構(gòu)內(nèi)部再按職業(yè)崗位、科室進行分層抽樣,發(fā)放問卷350份。量表選擇：1、工作滿意度量表：采用1967年David J.Weiss等人編制的明尼蘇達滿意度短式量表,問卷采用Likert5點評分法。2、人力資源管理量表：采用由R Likert1997年提出的人力資源指數(shù)(Human Resource Index)來制作職防機構(gòu)人力資源管理量表。本研究除了利用Proquest, Elsevier Science, CNKI、維普等數(shù)據(jù)庫,以及互聯(lián)網(wǎng)檢索本研究所涉及的國內(nèi)外相關(guān)研究文獻資料進行文獻研究外,主要采用了問卷調(diào)查法等對所研究的問題進行分析,運用了SPSS17.0和AMOS17.0兩種軟件工具。主要運用方法：描述性統(tǒng)計分析、信度分效度分析、相關(guān)分析及回歸分析。 [結(jié)果]①滿意度量表信度檢驗Cronbach's a值為0.923,效度檢驗中GFI、AGFI、NFI及CFI值均大于0.7, RMSEA小于0.1,CMIN/df值為3.222。人力資源管理質(zhì)量得分評價量表得到Cronbach's a值為0.980大于0.9,效度檢驗中,RMSEA為0.065小于0.1。②描述性統(tǒng)計分析：職防工作人員工作總體滿意度均值為73.06±10.557,最高分為100分。內(nèi)在滿意度均值為42.73±6.957外在滿意度均值為30.33±4.009。職業(yè)病防治機構(gòu)人員工作滿意度的整體水平一般,但均值都超過3.0。③描述性統(tǒng)計分析：職防人員對人力資源管理質(zhì)量評價總體得分為49.55±9.044,總分為70分,職防人員認為本單位的人力資源管理質(zhì)量總體一般。4,回歸分析結(jié)果：報酬制度和基層管理在對總體滿意度有正向影響且在a=0.01水平上顯著,組織效率和關(guān)心員工在對總體滿意度有負向影響且在a=0.10的水平上顯著,組織環(huán)境在對總體滿意度有正向影響且在α=0.05水平上顯著,用人機制在對總體滿意度有負向影響且在α=0.05水平上顯著,職工精神與期望值在對總體滿意度有正向影響且在α=0.10水平上顯著。信息溝通、組織目標、組織機構(gòu)、合作、人際關(guān)系、參與管理、中層管理無統(tǒng)計學意義。 [結(jié)論]①回歸分析結(jié)果顯示,合作、人際關(guān)系、基層管理、職工精神與期望值幾個變量是內(nèi)在滿意度的正向影響因素。報酬制度、組織環(huán)境、基層管理、職工精神與期望值幾個變量是外在滿意度的正向影響因素。綜合前兩者,報酬制度,組織環(huán)境、職工精神及期望值幾大因素與總體滿意度存在正相關(guān)。②用人機制是內(nèi)在滿意度的負向影響因素,組織效率、關(guān)心員工、用人機制幾變量是總體滿意度的負向影響因素。其中組織效率、關(guān)心員工、用人機制與工作滿意度的負相關(guān)結(jié)果,一定程度上表明了在職業(yè)病防治機構(gòu)中存在“搭便車”現(xiàn)象,影響了工作效率。
[Abstract]:[Objective] to understand the job satisfaction of the personnel of occupational disease prevention and control institutions in Hunan province and to analyze the quality of human resource management of occupational disease prevention and control institutions in Hunan Province, so as to provide a scientific basis for the development of human resource management scheme in Hunan province.
[Methods] questionnaire survey method and structural equation model analysis. The personnel of all levels of civil defense organizations at all levels in the province are randomly selected. The distribution of questionnaires will be distributed to all levels of civil defense organizations and covers all departments. There are 1 provincial institutions in the province, which are the subjects of the questionnaire and 5 of the municipal organizations. Stratified sampling, 350 questionnaires were issued. The scale selection: 1, the scale of job satisfaction was made by David J.Weiss and others in 1967. The questionnaire adopted the Likert5 evaluation method.2, the human resource management scale: using the human resource index (Human Resource Index) proposed by R Likert1997 to make the job. In addition to using the database of Proquest, Elsevier Science, CNKI, VIP and other relevant domestic and foreign related research documents related to the Internet retrieval, this study mainly uses the questionnaire survey method to analyze the research problems, and uses SPSS17.0 and AMOS17.0. Two software tools. The main methods are descriptive statistics, reliability and validity analysis, correlation analysis and regression analysis.
[results] (1) the Cronbach's a value of the reliability test of the satisfaction scale was 0.923. The value of GFI, AGFI, NFI and CFI in the validity test were all greater than 0.7, RMSEA was less than 0.1, CMIN/df value of the 3.222. human resource management quality score was obtained by Cronbach's a value was 0.980 greater than 0.9, and the validity test, RMSEA is 0.065 less than descriptive statistical analysis: Vocational defense The average job satisfaction of staff is 73.06 + 10.557, the highest score is 100. The average degree of internal satisfaction is 42.73 + 6.957 external satisfaction average is 30.33 + 4.009.. The average level is more than the 3.0. (descriptive analysis). The total score of the evaluation was 49.55 + 9.044 and the total score was 70. The staff thought that the human resource management quality of the unit was generally.4. The regression analysis results showed that the remuneration system and the grass-roots management had a positive impact on the overall satisfaction and were significant on the level of a=0.01, and the organizational efficiency and the concern for the employees had a negative impact on the overall satisfaction. At the level of a=0.10, the organizational environment has a positive impact on the overall satisfaction and is significant at the level of alpha =0.05. The user mechanism has a negative impact on the overall satisfaction and is significant at the level of alpha =0.05. The employee spirit and expectation have a positive impact on the overall satisfaction and are significant at the level of alpha =0.10. Information communication, organizational goals, There is no statistical significance in organization, cooperation, interpersonal relationship, participation in management and middle management.
[Conclusion] the results of regression analysis show that cooperation, interpersonal relationship, grass-roots management, staff spirit and expectation are the positive factors of internal satisfaction. The reward system, organizational environment, grass-roots management, staff spirit and expectation are positive factors of external satisfaction. The former two, reward system, organization ring There is a positive correlation between several factors of employee spirit and expectation value and overall satisfaction. Secondly, the employment mechanism is a negative influence factor of internal satisfaction, organizational efficiency, care of employees, and a few variables of employment mechanism are negative influencing factors of overall satisfaction. The negative correlation results of organizational efficiency, care of staff and employment mechanism and job satisfaction are the results of the negative correlation. To some extent, there is a phenomenon of free riding in the occupational disease prevention and control institutions, which affects the work efficiency.
【學位授予單位】：中南大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：R132

【參考文獻】

相關(guān)期刊論文 前10條

1 趙曙明,翟俊生,覃友茂,荀厚平;國有企業(yè)人力資源管理戰(zhàn)略研究[J];管理世界;1998年03期

2 趙姍姍;魯順清;;我國職業(yè)衛(wèi)生現(xiàn)狀研究[J];工業(yè)安全與環(huán)保;2008年12期

3 徐敏;;我國職業(yè)衛(wèi)生管理現(xiàn)狀的思考[J];安全;2011年07期

4 張劍虹;楚風華;;國外職業(yè)安全衛(wèi)生法的發(fā)展及對當代中國的啟示[J];河北法學;2007年02期

5 張平,崔永勝;員工工作滿意度影響因素的研究進展[J];經(jīng)濟師;2005年02期

6 歐陽霞;梁偉玲;詹春霞;;我國職業(yè)衛(wèi)生存在的問題及應對措施[J];全科護理;2009年11期

7 郝淑麗;醫(yī)院人力資源管理的意義[J];中國交通醫(yī)學雜志;2005年01期

8 傅華文;出版單位要建立科學的激勵機制[J];科技與出版;2005年06期

9 李學娟;陳希鎮(zhèn);;結(jié)構(gòu)方程模型下的因子分析[J];科學技術(shù)與工程;2010年23期

10 許慶瑞,劉景江,周趙丹;21世紀的戰(zhàn)略性人力資源管理[J];科學學研究;2002年01期

，

本文編號：1946320