本文選題：90后　切入點(diǎn)：員工滿意度　出處：《廣西大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：在全球競(jìng)爭(zhēng)激烈的經(jīng)濟(jì)時(shí)代,人力資源因素是企業(yè)能否持續(xù)發(fā)展的關(guān)鍵之一�！�90后”員工作為職場(chǎng)的有生力量,已成為職場(chǎng)主力軍,然而信息化社會(huì)和經(jīng)濟(jì)的快速發(fā)展伴隨的卻是“90后”群體員工忠誠(chéng)度的日益下降,如何提高他們的忠誠(chéng)度成為學(xué)術(shù)界和企業(yè)界共同的研究重點(diǎn)。本文通過(guò)實(shí)證分析的方法研究J互聯(lián)網(wǎng)公司“90后”員工忠誠(chéng)度現(xiàn)狀和員工忠誠(chéng)度的影響因素,提出應(yīng)對(duì)策略。本文以J互聯(lián)網(wǎng)公司的“90后”員工作為研究對(duì)象。通過(guò)翻閱文獻(xiàn)資料,本論文對(duì)國(guó)內(nèi)外學(xué)者“90后”員工忠誠(chéng)度的研究情況進(jìn)行簡(jiǎn)要綜述,以員工工作滿意度對(duì)忠誠(chéng)度的影響作用和組織承諾理論作為理論指導(dǎo),從“90后”員工的性格特征入手,歸納出“90后”員工具有視野開闊、自信心強(qiáng)、追求個(gè)人興趣和自我價(jià)值的實(shí)現(xiàn)、藐視權(quán)威、追求平等民主的特征,同時(shí)具備以自我為中心、耐挫力低、獨(dú)立性不高、缺乏團(tuán)隊(duì)協(xié)作精神和過(guò)度自信的特點(diǎn)。本文在對(duì)“90后”群體個(gè)性特征充分了解的基礎(chǔ)上,通過(guò)問(wèn)卷調(diào)查的方式對(duì)J公司133名“90后”員工的工作滿意度和忠誠(chéng)度情況進(jìn)行調(diào)查,從工作狀態(tài)、薪酬福利、企業(yè)管理制度、企業(yè)形象、領(lǐng)導(dǎo)者因素、工作環(huán)境和人際環(huán)境七個(gè)方面出發(fā),構(gòu)建出影響J公司“90后”員工忠誠(chéng)度的影響因素模型,采用SPSS19.0及AMOS21.0對(duì)問(wèn)卷進(jìn)行信度和效度檢驗(yàn)、描述性統(tǒng)計(jì)分析、相關(guān)性分析及個(gè)人特征變量的方差分析,得出員工工作滿意度和員工忠誠(chéng)度的現(xiàn)狀。在分析數(shù)據(jù)的基礎(chǔ)上,從員工個(gè)人因素、企業(yè)因素、工作因素和社會(huì)環(huán)境因素四個(gè)方面分析影響J公司“90后”員工忠誠(chéng)度的原因,進(jìn)而針對(duì)“90后”員工的基本需求、自我實(shí)現(xiàn)需求、精神需求及公司的招聘與退出機(jī)制的優(yōu)化方面提出提升J公司“90后”員工忠誠(chéng)度的管理策略。
[Abstract]:In the era of fierce global competition, human resource factor is one of the key factors for the sustainable development of enterprises. As a living force in the workplace, post-90s employees have become the main force in the workplace. However, the rapid development of information society and economy is accompanied by the declining loyalty of the "post-90s" group of employees. How to improve their loyalty has become the common research focus of academia and business circles. This paper studies the status quo of employee loyalty and the influencing factors of employee loyalty in J Internet Company through empirical analysis. This paper takes the "post-90s" employees of J Internet Company as the research object. By reviewing the literature, this paper briefly summarizes the research situation of the "post-90s" employees' loyalty at home and abroad. Based on the influence of employee job satisfaction on loyalty and the theory of organizational commitment, starting with the personality characteristics of the post-90s employees, the author concludes that the post-90s employees have broad vision and strong self-confidence. Pursuing the realization of personal interest and self-worth, flouting authority, pursuing the characteristic of equality and democracy, having self-centered, low resistance to frustration and low independence, On the basis of fully understanding the personality characteristics of the "post-90s" group, this paper investigated the job satisfaction and loyalty of 133 post-90s employees in J Company by means of a questionnaire survey. Starting from seven aspects of work status, salary and welfare, enterprise management system, corporate image, leader factor, work environment and interpersonal environment, this paper constructs a model of influencing factors on employee loyalty of "post-90s" employees in J Company. Using SPSS19.0 and AMOS21.0 to test the reliability and validity of the questionnaire, descriptive statistical analysis, correlation analysis and variance analysis of individual characteristic variables, the present situation of employee job satisfaction and employee loyalty is obtained. This paper analyzes the reasons that affect the employees' loyalty in J Company from four aspects: personal factors, enterprise factors, work factors and social environment factors, and then aims at the basic needs of post-90s employees, self-actualizing needs. In the aspect of spiritual demand and the optimization of recruitment and withdrawal mechanism of the company, the management strategy of improving the loyalty of the "post-90s" employees in company J is put forward.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F49

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