發(fā)布時(shí)間：2018-06-07 12:40

  本文選題：老撾 + 商業(yè)銀行�。� 參考：《廣西大學(xué)》2017年碩士論文

【摘要】：自1975年老撾實(shí)行改革開(kāi)放以來(lái),老撾銀行業(yè)也得到長(zhǎng)足的發(fā)展。商業(yè)銀行形成了日漸完善的市場(chǎng)體系,業(yè)務(wù)活動(dòng)也不斷增多。入世后老撾金融市場(chǎng)的競(jìng)爭(zhēng)日益激烈。老撾銀行業(yè)逐漸認(rèn)識(shí)到人才是老撾金融業(yè)保持持久發(fā)展的核心要素。眾所周知,商業(yè)銀行工作人員的工作量大,分工細(xì),重復(fù)性勞動(dòng)多,工作內(nèi)容細(xì)致繁瑣,持續(xù)的精神緊張性工作將給員工帶來(lái)過(guò)大的壓力以及身心疲憊。如何使員工在緊張、壓抑、業(yè)務(wù)繁重的工作環(huán)境下保持長(zhǎng)久的活力,如何使其在高壓的工作環(huán)境中持續(xù)的、有效的為組織服務(wù)而不產(chǎn)生離職的想法,或者,在其產(chǎn)生離職傾向的時(shí)候及時(shí)的進(jìn)行干預(yù),留住人才,這些問(wèn)題值得思考和研究。因?yàn)?只有留住人才能為商業(yè)銀行的發(fā)展贏得持續(xù)的核心競(jìng)爭(zhēng)力。本文以老撾商業(yè)銀行員工作為研究對(duì)象,在梳理相關(guān)的國(guó)內(nèi)外文獻(xiàn)后,提出相應(yīng)的假設(shè),設(shè)立情緒智力、工作倦怠和離職傾向三者之間的模型,并根據(jù)每個(gè)變量設(shè)定相應(yīng)的維度。本文對(duì)其進(jìn)行了信度檢驗(yàn)和效度檢驗(yàn)以確�？煽啃院陀行�,并研究員工情緒智力、工作倦怠和離職傾向各維度三者之間的相關(guān)關(guān)系,再依據(jù)相關(guān)關(guān)系的內(nèi)容對(duì)其進(jìn)行回歸,除此之外,本文還研究工作倦怠在情緒智力和離職傾向之間的中介作用。實(shí)證研究發(fā)現(xiàn):老撾商業(yè)銀行員工的情緒智力中的自我情感評(píng)價(jià)、自我激勵(lì)、情緒控制與工作倦怠各維度呈顯著負(fù)相關(guān)。老撾商業(yè)銀行員工的情緒智力與離職傾向略有關(guān)聯(lián)。老撾商業(yè)銀行員工的工作倦怠各維度與離職傾向略有關(guān)聯(lián)。老撾商業(yè)銀行員工的工作倦怠在情緒智力和離職傾向之間具有完全中介作用。最后,本文根據(jù)結(jié)論提出了相應(yīng)的建議:1.作為老撾商業(yè)銀行員工的雇傭者,商業(yè)銀行管理者應(yīng)提升自我的情緒管理意識(shí)以引導(dǎo)員工情緒智力的良性發(fā)展,包括密切關(guān)注員工在工作中和生活中所呈現(xiàn)出來(lái)的情緒智力、引導(dǎo)員工不斷提高情緒智力等;2.對(duì)員工進(jìn)行有效地干預(yù)以降低其離職傾向,包括合理安排員工的作息時(shí)間和工作任務(wù)、培養(yǎng)一種輕松愉快的工作氛圍等;3.降低老撾商業(yè)銀行的離職傾向,包括改進(jìn)員工的工作環(huán)境、完善員工的薪酬結(jié)構(gòu)、改進(jìn)銀行的績(jī)效評(píng)價(jià)體系等。通過(guò)情緒智力、工作倦怠和離職傾向三者之間有效的互動(dòng)和影響,以期提升老撾商業(yè)銀行的發(fā)展水平及行業(yè)競(jìng)爭(zhēng)力。
[Abstract]:Since 1975, Laos has implemented reform and opening up, Laos's banking industry has also been a considerable development. Commercial banks have formed an increasingly perfect market system, business activities are also increasing. After entering WTO, the competition of Lao financial market is becoming more and more fierce. Laos's banking industry has come to realize that talent is the core element of sustained development in Laos's financial sector. As we all know, the commercial bank staff's workload is large, the division of labor is fine, the repetitive work is many, the work content is meticulous and tedious, the continuous mental stress work will bring the staff too much pressure as well as the body and mind exhaustion. How to keep employees alive in stressful, repressive, business-heavy work environments, how to keep them in high-pressure work environments, and how to effectively serve the organization without the idea of leaving, or, It is worth considering and studying to intervene in time to retain talents when it produces turnover intention. Because, only retain talented person can win the core competition ability for the development of commercial bank continuously. In this paper, the Lao Commercial Bank staff as the research object, after combing the relevant domestic and foreign literature, put forward the corresponding assumptions, set up the emotional intelligence, job burnout and turnover intention between the three models. And according to each variable set the corresponding dimension. In this paper, reliability test and validity test are carried out to ensure reliability and effectiveness, and the correlation among employees' emotional intelligence, job burnout and turnover intention is studied. In addition, this paper studies the role of job burnout in the relationship between emotional intelligence and turnover intention. The empirical study found that: the emotional intelligence of Lao Commercial Bank employees' self-emotional evaluation, self-motivation, emotional control and job burnout dimensions were significantly negative correlation. The emotional intelligence of Lao Commercial Bank employees is slightly related to turnover intention. The dimensions of job burnout in Lao Commercial Bank are slightly related to turnover intention. Job burnout of Lao Commercial Bank employees has a complete intermediary role between emotional intelligence and turnover intention. Finally, according to the conclusion, this paper puts forward the corresponding suggestion: 1. As employees of Lao Commercial Bank, commercial bank managers should enhance their sense of emotional management to guide the healthy development of employees' emotional intelligence, including paying close attention to the emotional intelligence of employees at work and in life. Guide employees to improve their emotional intelligence. Effective intervention to reduce turnover intention, including reasonable scheduling and work tasks, fostering a relaxed and pleasant work environment. 3. To reduce the turnover intention of the Lao Commercial Bank, including improving the working environment of the employees, perfecting the salary structure of the employees, and improving the performance evaluation system of the banks, etc. Through the effective interaction and influence among emotional intelligence, job burnout and turnover intention, the purpose of this paper is to improve the development level and industry competitiveness of Lao Commercial Bank.
【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)】：F831.2;F272.92

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