企业员工满意度研究
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摘要
在当前知识经济背景下,现代管理理论已向人本管理纵深方向发展,企业员工满意度研究也成为业界和理论界研究的焦点问题。
第一章,本文首先在分析当今知识经济大背景下,讨论了员工满意度对企业发展的重大意义,界定了本文研究的焦点问题,确定了本文研究的基本内容与研究框架。
第二章,在总结分析当今学者对员工满意度内涵研究的基础上,定义了员工满意度的基本概念,综述了目前员工满意度研究的理论与方法,剖析了关于员工满意度的直接观测问题、员工满意度与其影响因素间的关系问题、及其解释变量多重共线性问题。提出了解决上述问题的整体解决方案。
第三章,首先基于对Maslow需要层次理论、Herzberg双因素理论、Alderfer的ERG理论、Vroom期望理论的深入分析,提出了员工期望定义,给出了基于员工满意度研究的员工期望表征变量及内涵。在分析Allport价值观分类和Rokeach价值观分类原理基础上,确定了员工价值观的基本内涵与表征变量,给出了员工选择挑战性工作组合原理。
第四章,首先从心理学层面遴清了员工感知的基本内涵,遵循组织行为学的基本原理,将员工感知问题分解成组织报酬、组织压力、组织权利、群体与团队四个方面进行系统探讨。在以上问题研究基础上,本文给出了基于员工满意度研究的员工感知表征变量体系及其内涵。
第五章,在深入分析组织承诺内涵基础上,从情感承诺、持续承诺和规范承诺三个方面给出了组织承诺的表征变量体系及内涵。在分析员工忠诚概念和内涵的基础上,探讨了内在忠诚、外在忠诚和一致忠诚问题,并进一步给出了基于员工满意度研究的员工忠诚表征变量体系和内涵。
第六章,本文依据以上章节研究的基本结论,给出了系统的企业员工满意度结构方程分析模型,设计了企业员工满意度调查问卷,并结合济钢能源动力厂实际背景进行了详尽的实证研究,包括:企业的整体员工满意度研究、不同性别员工满意度研究、不同年龄员工满意度研究、不同教育程度员工满意度研究、不同收入水平员工满意度研究、不同职务员工满意度研究,充分证明了本文所探讨内容的有效性。
Under the knowledge-based economy background, modern management theory has moved towards the study of human based management. Employee satisfaction has become the focus point among the studies in industrial and theoretical circles.
Firstly, under the condition of knowledge-based economy, this treatise discussed how employee satisfaction severely impacts company development. From the discussion, it illustrated the focal issue as well as the basic material and framework of the research in this treatise.
Secondly, on the basis of study in the foundation of employee satisfaction, it further defined the basic principle of employee satisfaction. This section explained the theory and method of employee satisfaction; it analyzed direct observation of employee management, determinants of employee management, and the multiple correlations of the explanatory variables. A scheme has been demonstrated to provide an overall solution for the previous problems.。
Thirdly, it conducted in depth study in four theories, the Maslow’s Hierarchy of Needs Theory, Herzberg’s Two Factor Theory, Alderfer’s ERG Theory, and Vroom’s Expectancy Theory, to define employee expectation and illustrated the representative variable of employee expectation. Under the study of Allport’s and Rokeach’s Value-Based Classification theories, it figured out the basic intension variable underlying employee’s sense of value and pointed out the mechanism why employee selects challenging tasks.
Fourthly, this section defines the perception of employee from psychological aspect. Based on the principles of managing behavior in organizations, it divided the problem of employee perception in to four parts which are organizational remuneration, organizational pressure, organizational rights, groups and teams. Furthermore, this treatise provides the employee perception representative variable based on employee satisfaction study.
Fifthly, while analyzing organizational commitment, it illustrated the representative variable of organizational commitment from three perspectives such as affective commitment, continuance commitment, and normative commitment. Under the analysis of employee’s loyalty principles, this section also discussed internal loyalty, external loyalty and the congruence of loyalty; and further provided the representative variable of employee loyalty based on employee satisfaction study.
Lastly, based on the previous sections, it established the structural equation model of employee satisfaction, designed the employee satisfaction survey, and conducted empirical research using the data and background of Jinan Steel Energy Power Company. The research includes dimensions such as the overall employee satisfaction, employee satisfaction between gender, age, education background, income, and positions, which will prove the validity of this treatise.
第一章,本文首先在分析当今知识经济大背景下,讨论了员工满意度对企业发展的重大意义,界定了本文研究的焦点问题,确定了本文研究的基本内容与研究框架。
第二章,在总结分析当今学者对员工满意度内涵研究的基础上,定义了员工满意度的基本概念,综述了目前员工满意度研究的理论与方法,剖析了关于员工满意度的直接观测问题、员工满意度与其影响因素间的关系问题、及其解释变量多重共线性问题。提出了解决上述问题的整体解决方案。
第三章,首先基于对Maslow需要层次理论、Herzberg双因素理论、Alderfer的ERG理论、Vroom期望理论的深入分析,提出了员工期望定义,给出了基于员工满意度研究的员工期望表征变量及内涵。在分析Allport价值观分类和Rokeach价值观分类原理基础上,确定了员工价值观的基本内涵与表征变量,给出了员工选择挑战性工作组合原理。
第四章,首先从心理学层面遴清了员工感知的基本内涵,遵循组织行为学的基本原理,将员工感知问题分解成组织报酬、组织压力、组织权利、群体与团队四个方面进行系统探讨。在以上问题研究基础上,本文给出了基于员工满意度研究的员工感知表征变量体系及其内涵。
第五章,在深入分析组织承诺内涵基础上,从情感承诺、持续承诺和规范承诺三个方面给出了组织承诺的表征变量体系及内涵。在分析员工忠诚概念和内涵的基础上,探讨了内在忠诚、外在忠诚和一致忠诚问题,并进一步给出了基于员工满意度研究的员工忠诚表征变量体系和内涵。
第六章,本文依据以上章节研究的基本结论,给出了系统的企业员工满意度结构方程分析模型,设计了企业员工满意度调查问卷,并结合济钢能源动力厂实际背景进行了详尽的实证研究,包括:企业的整体员工满意度研究、不同性别员工满意度研究、不同年龄员工满意度研究、不同教育程度员工满意度研究、不同收入水平员工满意度研究、不同职务员工满意度研究,充分证明了本文所探讨内容的有效性。
Under the knowledge-based economy background, modern management theory has moved towards the study of human based management. Employee satisfaction has become the focus point among the studies in industrial and theoretical circles.
Firstly, under the condition of knowledge-based economy, this treatise discussed how employee satisfaction severely impacts company development. From the discussion, it illustrated the focal issue as well as the basic material and framework of the research in this treatise.
Secondly, on the basis of study in the foundation of employee satisfaction, it further defined the basic principle of employee satisfaction. This section explained the theory and method of employee satisfaction; it analyzed direct observation of employee management, determinants of employee management, and the multiple correlations of the explanatory variables. A scheme has been demonstrated to provide an overall solution for the previous problems.。
Thirdly, it conducted in depth study in four theories, the Maslow’s Hierarchy of Needs Theory, Herzberg’s Two Factor Theory, Alderfer’s ERG Theory, and Vroom’s Expectancy Theory, to define employee expectation and illustrated the representative variable of employee expectation. Under the study of Allport’s and Rokeach’s Value-Based Classification theories, it figured out the basic intension variable underlying employee’s sense of value and pointed out the mechanism why employee selects challenging tasks.
Fourthly, this section defines the perception of employee from psychological aspect. Based on the principles of managing behavior in organizations, it divided the problem of employee perception in to four parts which are organizational remuneration, organizational pressure, organizational rights, groups and teams. Furthermore, this treatise provides the employee perception representative variable based on employee satisfaction study.
Fifthly, while analyzing organizational commitment, it illustrated the representative variable of organizational commitment from three perspectives such as affective commitment, continuance commitment, and normative commitment. Under the analysis of employee’s loyalty principles, this section also discussed internal loyalty, external loyalty and the congruence of loyalty; and further provided the representative variable of employee loyalty based on employee satisfaction study.
Lastly, based on the previous sections, it established the structural equation model of employee satisfaction, designed the employee satisfaction survey, and conducted empirical research using the data and background of Jinan Steel Energy Power Company. The research includes dimensions such as the overall employee satisfaction, employee satisfaction between gender, age, education background, income, and positions, which will prove the validity of this treatise.
引文
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[4] Schlesinger Leonard A, and Zornitsky. Jeffrey: Job Satisfaction, Service Capability, and Customer Satisfaction: An Examination of Linkages and Management Implication[J]. Human Resource Planning. 1991,14,141—149.
[5] Heskett James L, Thomas O Jones, Gary W Loveman , W EarISasser Jr, and Le A Schlesinger."Putting the Service Profit Chain to Work[J]. HarvardBusiness Review, 1994,35(7), 582—593.
[6] Hoppock R. Job Satisfaction[M]. New York: Harper Brother. 1935.
[7] Schaffer R H.Job Satisfaction As Related to Need Satisfaction in Work[J]. Psychology Monographs, 1953,67.
[8] Porter L W. Perceived trait requirements in bottom and middle management jobs[J]. Journal of Applied Psychology, 1961, 45 ,232—236.
[9] Vroom V H.Work and motivation[M]. New York: Wiley. 1964
[10] Locke E A. What is Job satisfaction? [J].Organization Behavior and Human Performance, 1969,4,309—336.
[11] Smith P C, Kendall L, & Hulin C L. The measurement of satisfaction in work and retirement[M]. Chicago: Rand McNally. 1969.
[12] Price J.Handbook of Organizational Measurement[J].International Journal of Manpower,1997,18 (4-6):303-558.
[13] GENE Milbourn J R, J D DUNN. The Job Satisfaction Audit: How to Measure, Interpret, and Use Employee Satisfaction Data[J].American Journal of Small Business, 1976, 1(1),35—44.
[14]徐光中.工厂工人的工作满足及其相关因子之探讨[J].中央研究院民族学研究所集刊[C].1977.10-15.
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