制造業(yè)員工關(guān)系風(fēng)險成因及防范研究
發(fā)布時間：2018-10-21 16:14
【摘要】：近幾年來隨著制造業(yè)國內(nèi)和國際市場競爭的日益加劇、經(jīng)營環(huán)境的日趨復(fù)雜，企業(yè)面臨著許多不確定因素和潛在風(fēng)險，風(fēng)險管理意識愈發(fā)得到經(jīng)營者的重視。2008年勞動合同法的全面實施，令制造業(yè)的用工成本大幅提高，用工風(fēng)險增大，用工難度急劇增加；同年美國次貸危機(jī)引發(fā)的全球金融風(fēng)暴使制造業(yè)面臨著巨大的風(fēng)險，低效益、低附加值的勞動密集型制造業(yè)甚至面臨著生存的危機(jī)。2009年以來，用工荒的現(xiàn)象頻繁出現(xiàn)在制造業(yè)集中的珠三角地區(qū)；江浙滬等長三角眾多企業(yè)也面臨招工難的問題。2010年發(fā)生在外資、臺資制造業(yè)的以漲薪、加強(qiáng)溝通、加強(qiáng)企業(yè)人文關(guān)懷等為訴求的大規(guī)模員工罷工事件、觸目驚心的富士康連環(huán)跳樓事件等等此起彼伏。隨著這一系列事件的發(fā)生，構(gòu)建和諧企業(yè)的呼聲越來越高，員工關(guān)系風(fēng)險管理科學(xué)化迫在眉睫。 本研究的主要目的是調(diào)查了解珠三角地區(qū)制造業(yè)員工關(guān)系管理現(xiàn)狀，提取出導(dǎo)致員工關(guān)系風(fēng)險產(chǎn)生的原因。并基于對員工關(guān)系風(fēng)險成因的了解，，建立一系列有針對性的風(fēng)險防范措施，以應(yīng)對員工關(guān)系風(fēng)險，實現(xiàn)制造業(yè)企業(yè)效益最大化，提高制造業(yè)的企業(yè)競爭力。本研究主要采用實證研究的方法，通過選擇珠三角地區(qū)制造業(yè)員工作為研究對象，從企業(yè)的員工關(guān)系現(xiàn)狀調(diào)查中利用SPSS16.0統(tǒng)計軟件進(jìn)行數(shù)據(jù)統(tǒng)計和分析，提取出員工關(guān)系風(fēng)險的成因。調(diào)查結(jié)果顯示制造業(yè)員工關(guān)系風(fēng)險成因包含九類，分別為健康狀況（生理及心理）、工作滿意度、團(tuán)隊精神、組織支持、工作中的不安全感、對工作的影響、對崗位的認(rèn)可、隱藏情緒的要求和領(lǐng)導(dǎo)者素質(zhì)。本研究利用相關(guān)分析和回歸分析研究員工關(guān)系風(fēng)險源、工作的滿意度及員工關(guān)系風(fēng)險率之間的關(guān)聯(lián)程度。結(jié)果表明：（1）員工關(guān)系風(fēng)險源與工作滿意度呈顯著的正相關(guān)；（2）工作滿意度與員工關(guān)系風(fēng)險率呈顯著的負(fù)相關(guān)；（3）員工關(guān)系風(fēng)險源中的健康狀況（生理及心理）、團(tuán)隊精神、組織支持、對工作的影響、對崗位的認(rèn)可這幾個維度與員工關(guān)系風(fēng)險率呈顯著的負(fù)相關(guān)。本研究還利用獨立樣本T檢驗和單因素方差分析檢驗人口學(xué)變量中的性別、年齡和工作年限對員工關(guān)系風(fēng)險率的影響。結(jié)果顯示：員工關(guān)系風(fēng)險率在性別上呈顯著性差異，而在年齡和工作年限上不呈顯著性差異。最后基于上述員工關(guān)系風(fēng)險的成因分析結(jié)果，建立員工關(guān)系風(fēng)險防范措施，以幫助企業(yè)做好員工關(guān)系風(fēng)險的防范，削減風(fēng)險對企業(yè)運營帶來的不利影響。
[Abstract]:In recent years, with the increasing competition in the domestic and international markets of manufacturing industry and the increasingly complex business environment, enterprises are facing many uncertain factors and potential risks. The full implementation of labor contract law in 2008 has greatly increased the labor cost of manufacturing industry, increased the risk of employment, and increased the difficulty of employment. In the same year, the global financial turmoil caused by the subprime mortgage crisis in the United States put manufacturing industries facing enormous risks, low efficiency, low value-added labor-intensive manufacturing even facing a crisis of survival. The phenomenon of labor shortage frequently occurs in the Pearl River Delta, where the manufacturing industry is concentrated. Many enterprises in the Yangtze River Delta, such as Jiangsu, Zhejiang, Shanghai, and so on, also face the problem of employment difficulties. Massive employee strikes, such as strengthening corporate humanistic care, and the shocking chain of Foxconn jump-offs have sprung up one after another. With the occurrence of this series of events, the voice of constructing harmonious enterprise is more and more high, and the scientific management of employee relationship risk is imminent. The main purpose of this study is to investigate the current situation of employee relationship management in the manufacturing industry in the Pearl River Delta region and to extract the causes of employee relationship risk. Based on the understanding of the causes of employee relationship risks, a series of targeted risk prevention measures are established to deal with employee relationship risks, to maximize the benefits of manufacturing enterprises, and to improve the competitiveness of manufacturing enterprises. This research mainly adopts the method of empirical research, through selecting the manufacturing workers in the Pearl River Delta as the research object, using the SPSS16.0 statistical software to carry on the data statistics and analysis from the survey of the current situation of the enterprise's employee relations. Extract the causes of employee relationship risk. The results show that there are nine causes of employee relationship risk in manufacturing industry. They are health status (physical and psychological), job satisfaction, team spirit, organizational support, job insecurity, impact on work, recognition of position. Hide emotional requirements and leadership qualities. Correlation analysis and regression analysis were used to study the correlation between employee relationship risk source, job satisfaction and employee relationship risk rate. The results show that: (1) there is a significant positive correlation between employee relationship risk source and job satisfaction; (2) there is a significant negative correlation between job satisfaction and employee relationship risk rate; (3) health status (physiological and psychological), team spirit in employee relationship risk source. The dimensions of organizational support, job impact and post approval are negatively correlated with employee relationship risk rate. This study also uses independent sample T test and univariate ANOVA to examine the effect of sex age and working life on employee relationship risk rate in demographic variables. The results showed that the employee relationship risk rate was significantly different in gender, but not in age and working life. Finally, based on the analysis of the causes of the employee relationship risk, the paper establishes the employee relationship risk prevention measures to help enterprises to do a good job of employee relationship risk prevention, reduce the adverse impact of risk on the operation of the enterprise.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F424
本文編號：2285657
[Abstract]:In recent years, with the increasing competition in the domestic and international markets of manufacturing industry and the increasingly complex business environment, enterprises are facing many uncertain factors and potential risks. The full implementation of labor contract law in 2008 has greatly increased the labor cost of manufacturing industry, increased the risk of employment, and increased the difficulty of employment. In the same year, the global financial turmoil caused by the subprime mortgage crisis in the United States put manufacturing industries facing enormous risks, low efficiency, low value-added labor-intensive manufacturing even facing a crisis of survival. The phenomenon of labor shortage frequently occurs in the Pearl River Delta, where the manufacturing industry is concentrated. Many enterprises in the Yangtze River Delta, such as Jiangsu, Zhejiang, Shanghai, and so on, also face the problem of employment difficulties. Massive employee strikes, such as strengthening corporate humanistic care, and the shocking chain of Foxconn jump-offs have sprung up one after another. With the occurrence of this series of events, the voice of constructing harmonious enterprise is more and more high, and the scientific management of employee relationship risk is imminent. The main purpose of this study is to investigate the current situation of employee relationship management in the manufacturing industry in the Pearl River Delta region and to extract the causes of employee relationship risk. Based on the understanding of the causes of employee relationship risks, a series of targeted risk prevention measures are established to deal with employee relationship risks, to maximize the benefits of manufacturing enterprises, and to improve the competitiveness of manufacturing enterprises. This research mainly adopts the method of empirical research, through selecting the manufacturing workers in the Pearl River Delta as the research object, using the SPSS16.0 statistical software to carry on the data statistics and analysis from the survey of the current situation of the enterprise's employee relations. Extract the causes of employee relationship risk. The results show that there are nine causes of employee relationship risk in manufacturing industry. They are health status (physical and psychological), job satisfaction, team spirit, organizational support, job insecurity, impact on work, recognition of position. Hide emotional requirements and leadership qualities. Correlation analysis and regression analysis were used to study the correlation between employee relationship risk source, job satisfaction and employee relationship risk rate. The results show that: (1) there is a significant positive correlation between employee relationship risk source and job satisfaction; (2) there is a significant negative correlation between job satisfaction and employee relationship risk rate; (3) health status (physiological and psychological), team spirit in employee relationship risk source. The dimensions of organizational support, job impact and post approval are negatively correlated with employee relationship risk rate. This study also uses independent sample T test and univariate ANOVA to examine the effect of sex age and working life on employee relationship risk rate in demographic variables. The results showed that the employee relationship risk rate was significantly different in gender, but not in age and working life. Finally, based on the analysis of the causes of the employee relationship risk, the paper establishes the employee relationship risk prevention measures to help enterprises to do a good job of employee relationship risk prevention, reduce the adverse impact of risk on the operation of the enterprise.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F424
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