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

【摘要】：[目的]了解湖南省職業(yè)病防治機(jī)構(gòu)人員工作滿意度及對湖南省職業(yè)病防治機(jī)構(gòu)人力資源管理質(zhì)量進(jìn)行相關(guān)分析,為今后湖南省職防機(jī)構(gòu)制定人力資源管理方案提供科學(xué)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(jī)構(gòu)人員隨機(jī)抽查。問卷發(fā)放對象將分布到各個(gè)級別職防機(jī)構(gòu),并涵蓋所有部門。全省有職防機(jī)構(gòu)：省級機(jī)構(gòu)1個(gè),是問卷發(fā)放對象；市級機(jī)構(gòu)5個(gè)。每個(gè)機(jī)構(gòu)內(nèi)部再按職業(yè)崗位、科室進(jìn)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(dá)滿意度短式量表,問卷采用Likert5點(diǎn)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(jī)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(xiàn)資料進(jìn)行文獻(xiàn)研究外,主要采用了問卷調(diào)查法等對所研究的問題進(jìn)行分析,運(yùn)用了SPSS17.0和AMOS17.0兩種軟件工具。主要運(yùn)用方法：描述性統(tǒng)計(jì)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(yàn)Cronbach's a值為0.923,效度檢驗(yàn)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(jià)量表得到Cronbach's a值為0.980大于0.9,效度檢驗(yàn)中,RMSEA為0.065小于0.1。②描述性統(tǒng)計(jì)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(jī)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(jì)分析：職防人員對人力資源管理質(zhì)量評價(jià)總體得分為49.55±9.044,總分為70分,職防人員認(rèn)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(bào)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(fù)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(jī)制在對總體滿意度有負(fù)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(biāo)、組織機(jī)構(gòu)、合作、人際關(guān)系、參與管理、中層管理無統(tǒng)計(jì)學(xué)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(gè)變量是內(nèi)在滿意度的正向影響因素。報(bào)酬制度、組織環(huán)境、基層管理、職工精神與期望值幾個(gè)變量是外在滿意度的正向影響因素。綜合前兩者,報(bào)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(jī)制是內(nèi)在滿意度的負(fù)向影響因素,組織效率、關(guān)心員工、用人機(jī)制幾變量是總體滿意度的負(fù)向影響因素。其中組織效率、關(guān)心員工、用人機(jī)制與工作滿意度的負(fù)相關(guān)結(jié)果,一定程度上表明了在職業(yè)病防治機(jī)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(xué)位授予單位】：中南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：R132

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