本文選題：員工滿意度 + 工作價(jià)值觀�。� 參考：《山東大學(xué)》2017年碩士論文

【摘要】：員工的滿意度,不僅關(guān)系到員工自身的工作效能,還會(huì)影響到整個(gè)企業(yè)乃至整個(gè)行業(yè)的經(jīng)營(yíng)績(jī)效。發(fā)展中國(guó)家制造業(yè)起步晚,員工管理粗放,加強(qiáng)對(duì)發(fā)展中員工滿意度的研究,具有重要的理論意義和現(xiàn)實(shí)價(jià)值。本文在國(guó)內(nèi)外研究的基礎(chǔ)上,采用文獻(xiàn)資料法、案例分析法、問(wèn)卷調(diào)查法和實(shí)證研究法,從制造業(yè)和員工滿意度的基本概念出發(fā),以蒙古國(guó)為例,對(duì)其制造業(yè)發(fā)展情況進(jìn)行了分析,構(gòu)建了蒙古國(guó)制造業(yè)員工滿意度測(cè)量體系,分析了蒙古國(guó)制造業(yè)員工滿意度的影響因素,設(shè)計(jì)了蒙古國(guó)制造業(yè)員工滿意度及其影響因素調(diào)查問(wèn)卷;基于因子分析法,對(duì)蒙古國(guó)制造業(yè)員工滿意度進(jìn)行了評(píng)價(jià);基于多元回歸分析模型,對(duì)影響蒙古國(guó)制造業(yè)員工滿意度進(jìn)行實(shí)證研究,并針對(duì)性地提出了提升蒙古國(guó)制造業(yè)員工滿意度的對(duì)策。通過(guò)本文的研究,有利于進(jìn)一步豐富國(guó)內(nèi)相關(guān)論題的研究,拓展國(guó)內(nèi)關(guān)于制造業(yè)員工滿意度研究的視域,為類(lèi)似于蒙古國(guó)的發(fā)展中國(guó)家提升其制造業(yè)員工滿意度提供借鑒和參考;有利于引導(dǎo)蒙古制造企業(yè)提升員工管理水平,促進(jìn)蒙古制造企業(yè)乃至整個(gè)制造行業(yè)經(jīng)營(yíng)績(jī)效的提升。通過(guò)本文的研究,主要得出如下結(jié)論:(1)蒙古制造業(yè)員工滿意度評(píng)價(jià)結(jié)果顯示,蒙古國(guó)制造業(yè)員工滿意度介于"不滿意"和"一般"之間。大部分蒙古國(guó)制造業(yè)員工滿意度較低,而且差異不大。不同年齡、婚姻狀況、受教育程度和家庭月收入的制造業(yè)員工,其滿意度不存在統(tǒng)計(jì)學(xué)差異。不同崗位和企業(yè)屬性的制造業(yè)員工,滿意度存在統(tǒng)計(jì)學(xué)差異。生產(chǎn)人員和技術(shù)人員的工作環(huán)境和工作報(bào)酬要低于管理人員,其滿意度方面也相對(duì)較低。食品與飲料生產(chǎn)、紡織品生產(chǎn)和焦炭和煤塊生產(chǎn)企業(yè)等企業(yè)工作壓力大,工作環(huán)境差,其員工滿意度也比其他制造行業(yè)要低。(2)回歸分析結(jié)果顯示,在模型無(wú)控制變量和調(diào)節(jié)變量的情況下,除工作本身外,工作環(huán)境、工作報(bào)酬和職業(yè)發(fā)展會(huì)對(duì)員工滿意度產(chǎn)生正向影響。工作回報(bào)的回歸系數(shù)最大,對(duì)員工滿意度的影響最大。各控制變量的系數(shù)顯著性都大于0.05,并不顯著,說(shuō)明性別等控制變量對(duì)員工滿意度的影響不大,這可能與蒙古國(guó)制造業(yè)員工滿意度整體偏低,內(nèi)部差異較小有關(guān)。調(diào)節(jié)模型顯示,工作價(jià)值觀會(huì)通過(guò)影響工作本身和工作回報(bào)來(lái)影響員工滿意度,加入工作價(jià)值觀這一調(diào)節(jié)變量后,工作本身對(duì)員工滿意度的影響變得顯著,影響系數(shù)也變大。組織文化會(huì)通過(guò)調(diào)節(jié)工作環(huán)境和職業(yè)發(fā)展來(lái)影響員工滿意度。在組織文化的調(diào)節(jié)下,工作回報(bào)對(duì)員工滿意度的影響被削弱,工作環(huán)境和職業(yè)發(fā)展對(duì)員工滿意度的影響被增強(qiáng)。(3)提升蒙古國(guó)制造業(yè)員工滿意度,必須完善蒙古國(guó)制造企業(yè)的薪酬體系,改善員工的工作環(huán)境,加強(qiáng)員工的培訓(xùn)和教育,強(qiáng)化員工工作價(jià)值的引導(dǎo),強(qiáng)化組織文化的建設(shè)。
[Abstract]:Employee satisfaction not only relates to the efficiency of the employees themselves, but also affects the performance of the whole enterprise and even the whole industry. It is of great theoretical and practical value to strengthen the research on the satisfaction degree of developing employees because of the late start of manufacturing industry in developing countries and extensive staff management. Based on the research at home and abroad, this paper takes Mongolia as an example, based on the basic concepts of manufacturing and employee satisfaction, using the methods of literature, case analysis, questionnaire and empirical research. The development of manufacturing industry is analyzed, and the measurement system of employee satisfaction in manufacturing industry of Mongolia is constructed, and the influencing factors of employee satisfaction in manufacturing industry in Mongolia are analyzed. Based on the factor analysis, the satisfaction degree of Mongolian manufacturing employees was evaluated, and the multiple regression analysis model was used to evaluate the satisfaction degree of manufacturing workers in Mongolia. This paper makes an empirical study on the employee satisfaction of manufacturing industry in Mongolia, and puts forward some countermeasures to improve the employee satisfaction in manufacturing industry in Mongolia. Through the research of this paper, it is helpful to further enrich the domestic research on related topics and expand the perspective of domestic research on employee satisfaction in the manufacturing industry. It provides reference and reference for developing countries similar to Mongolia to improve their manufacturing employee satisfaction; it is helpful to guide Mongolian manufacturing enterprises to improve their staff management level and to promote the performance of Mongolian manufacturing enterprises and even the whole manufacturing industry. The main conclusions are as follows: (1) the evaluation results show that the satisfaction degree of manufacturing workers in Mongolia is between "unsatisfactory" and "general". Most Mongolian manufacturing workers are less satisfied, and the difference is small. There was no statistical difference in satisfaction of manufacturing workers with different ages, marital status, education level and monthly household income. The degree of satisfaction of manufacturing employees with different positions and enterprise attributes is statistically different. The working environment and remuneration of production and technical personnel are lower than those of managers, and their satisfaction is relatively low. Enterprises such as food and beverage production, textile production, coke and coal production enterprises have a high work pressure and a poor working environment, and their employee satisfaction is also lower than that of other manufacturing industries. (2) regression analysis shows that, When the model has no control variables and adjustment variables, except the work itself, the work environment, work compensation and career development will have a positive impact on employee satisfaction. The regression coefficient of work return is the largest and the effect on employee satisfaction is the biggest. The coefficients of each control variable were significantly higher than 0.05, which indicated that gender and other control variables had little effect on employee satisfaction, which might be related to the lower overall satisfaction of manufacturing workers in Mongolia and the smaller internal differences. The adjustment model shows that work values affect employee satisfaction by influencing the job itself and the work return. When the adjustment variable of work value is added, the influence of job itself on employee satisfaction becomes significant and the influence coefficient becomes larger. Organizational culture affects employee satisfaction by adjusting the work environment and career development. Under the adjustment of organizational culture, the impact of work return on employee satisfaction is weakened, and the impact of work environment and career development on employee satisfaction is enhanced. (3) improve the satisfaction of manufacturing workers in Mongolia. It is necessary to perfect the salary system of Mongolian manufacturing enterprises, improve the working environment of employees, strengthen the training and education of employees, strengthen the guidance of employees' work value, and strengthen the construction of organizational culture.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F414

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