本文選題：績(jī)效 + 關(guān)鍵因子��； 參考：《昆明理工大學(xué)》2017年碩士論文

【摘要】：績(jī)效管理是人力資源管理的核心部分之一。深入分析構(gòu)成員工績(jī)效的關(guān)鍵因子有助于績(jī)效評(píng)價(jià)方案的有效實(shí)施,構(gòu)建合理的績(jī)效評(píng)價(jià)體系,充分發(fā)揮績(jī)效的作用,促進(jìn)車間形成以績(jī)效為導(dǎo)向的車間文化,提高員工的工作滿意度和積極性,增強(qiáng)團(tuán)隊(duì)凝聚力,為企業(yè)的發(fā)展提供有力的支持。本文以績(jī)效理論及相關(guān)理論等為理論基礎(chǔ),以KT企業(yè)線材車間作為實(shí)際研究背景,采用理論與實(shí)際相結(jié)合的方法,進(jìn)行定性與定量分析。首先,對(duì)績(jī)效的概念、績(jī)效的結(jié)構(gòu)進(jìn)行了論述分析,闡述了績(jī)效的相關(guān)理論,進(jìn)而構(gòu)建了員工績(jī)效構(gòu)成因素的評(píng)價(jià)概念模型。其次,通過(guò)問(wèn)卷的編制和發(fā)放,對(duì)所收集數(shù)據(jù)運(yùn)用統(tǒng)計(jì)軟件SPSS19.0對(duì)問(wèn)卷量表進(jìn)行信度、效度的檢驗(yàn),證明了問(wèn)卷的信度和效度良好。通過(guò)對(duì)相關(guān)變量進(jìn)行相關(guān)分析、回歸分析和探索性因子分析等分析。揭示了構(gòu)成員工績(jī)效因素的三維結(jié)構(gòu),即員工績(jī)效結(jié)構(gòu)主要由動(dòng)機(jī)因素、行為因素和結(jié)果因素三個(gè)維度構(gòu)成。其中,行為因素對(duì)員工績(jī)效的影響最大,因子載荷為0.72;結(jié)果因素對(duì)員工績(jī)效的影響次之,因子載荷為0.66;動(dòng)機(jī)因素對(duì)員工績(jī)效的影響最弱,因子載荷為0.58。動(dòng)機(jī)因素由制度公平、成長(zhǎng)機(jī)會(huì)、人際關(guān)系及個(gè)人需求四個(gè)關(guān)鍵因子構(gòu)成;行為因素由親組織行為、團(tuán)結(jié)友善、學(xué)習(xí)行為三個(gè)關(guān)鍵因子構(gòu)成;結(jié)果因素主要由結(jié)果應(yīng)用一個(gè)關(guān)鍵因子構(gòu)成。運(yùn)用結(jié)構(gòu)方程模型(SEM)AMOS17.0對(duì)構(gòu)成績(jī)效因素的維度進(jìn)行驗(yàn)證性因子分析,通過(guò)路徑分析等相關(guān)分析發(fā)現(xiàn)績(jī)效構(gòu)成因素各維度之間同時(shí)存在平行影響和交互影響的關(guān)系。通過(guò)研究分析,驗(yàn)證了員工工作滿意度在員工績(jī)效和績(jī)效構(gòu)成因素之間的中介作用。本論文旨在通過(guò)對(duì)實(shí)體企業(yè)線材車間員工績(jī)效關(guān)鍵因子的研究,分析影響員工績(jī)效的主要因素,對(duì)構(gòu)建合理的績(jī)效評(píng)價(jià)體系、充分發(fā)揮績(jī)效的優(yōu)勢(shì)起到積極作用。提升員工的工作積極性和績(jī)效評(píng)價(jià)實(shí)施的滿意度,進(jìn)而提升員工工作績(jī)效,從而達(dá)到實(shí)現(xiàn)企業(yè)目標(biāo)的目的。
[Abstract]:Performance management is one of the core parts of human resource management. Further analysis of the key factors of employee performance is helpful to the effective implementation of the performance evaluation scheme, the construction of a reasonable performance evaluation system, the full play of the role of performance, and the formation of a performance-oriented workshop culture in the workshop. Improve employee job satisfaction and enthusiasm, enhance team cohesion, and provide strong support for the development of the enterprise. Based on the theory of performance theory and related theories, this paper takes the wire workshop of KT enterprise as the background of practical research, and adopts the method of combining theory with practice to carry out qualitative and quantitative analysis. Firstly, the concept of performance and the structure of performance are discussed and analyzed, and the related theories of performance are expounded, and then the evaluation conceptual model of employee performance is constructed. Secondly, the reliability and validity of the questionnaire are tested by the statistical software SPSS19.0, which proves the reliability and validity of the questionnaire. By correlation analysis, regression analysis and exploratory factor analysis. This paper reveals the three-dimensional structure of employee performance factors, that is, employee performance structure mainly consists of three dimensions: motivation factor, behavior factor and result factor. Among them, behavioral factors have the biggest influence on employee performance, factor load is 0.72; result factor has the second influence on employee performance, factor load is 0.66; motivation factor has the weakest effect on employee performance, factor load is 0.58. Motivation factors consist of four key factors: institutional fairness, growth opportunities, interpersonal relationships and personal needs, and behavioral factors consist of three key factors: pro-organizational behavior, solidarity and friendliness, and learning behavior. The result factor is mainly composed of a key factor of result application. The structural equation model (SEMMOS 17.0) is used to verify the dimension of performance factors. Through the path analysis and other correlation analysis, it is found that there is a parallel and interactive relationship between the dimensions of performance factors at the same time. Through the research and analysis, the paper verifies the intermediary effect of employee job satisfaction on employee performance and performance components. The purpose of this paper is to analyze the main factors that affect the employee's performance through the study of the key factors of employee's performance in the wire shop of the entity enterprise, and play a positive role in constructing a reasonable performance evaluation system and giving full play to the advantage of the performance. Improve the employee's work enthusiasm and the satisfaction degree of the performance evaluation, and then improve the employee's work performance, so as to achieve the goal of the enterprise.
【學(xué)位授予單位】：昆明理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.32

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