【摘要】：當(dāng)前,上海仍處于朝著國(guó)際金融中心目標(biāo)不斷推進(jìn)的道路上,人才這一要素可謂是重中之重。銀行業(yè)作為一個(gè)知識(shí)型員工集聚的行業(yè),呈現(xiàn)著“年輕化、高學(xué)歷”的蓬勃態(tài)勢(shì)。從人才激勵(lì)的角度上來看,企業(yè)如果能更加有效激勵(lì)行業(yè)中的人才力量,就能實(shí)現(xiàn)對(duì)人力資本的合理配置。本文針對(duì)知識(shí)型員工激勵(lì)這一問題,以金融行業(yè)中最具代表性的銀行業(yè)為大范圍,就銀行業(yè)知識(shí)型員工的需求特征、激勵(lì)因素進(jìn)行研究,并探究知識(shí)型員工激勵(lì)因素的感受對(duì)員工忠誠度影響的效果,為銀行業(yè)的企業(yè)人力資管理提供基礎(chǔ)的參考�，F(xiàn)有研究鮮有從員工自身需求和激勵(lì)層面去探究忠誠度的影響因素,另一方面,對(duì)上海銀行業(yè)知識(shí)型員工的激勵(lì)模型也沒有清晰的框架。本文基于以往的研究成果,對(duì)這兩點(diǎn)進(jìn)行了改進(jìn)。首先,對(duì)國(guó)內(nèi)外學(xué)者研究知識(shí)型員工特征的文獻(xiàn)進(jìn)行匯總,以及就其所處環(huán)境影響因素對(duì)其需求進(jìn)行分析。同時(shí)在以往學(xué)者對(duì)激勵(lì)理論、知識(shí)型員工激勵(lì)因素研究的基礎(chǔ)上,提煉適合銀行業(yè)知識(shí)型員工的四大激勵(lì)因素:薪酬福利因素、個(gè)人成長(zhǎng)因素、工作因素、業(yè)務(wù)成就因素;其次通過定量分析知識(shí)型員工的激勵(lì)因素與態(tài)度忠誠、行為忠誠兩個(gè)維度之間的關(guān)系模型。通過SPSS和AMOS軟件對(duì)數(shù)據(jù)進(jìn)行統(tǒng)計(jì)分析,實(shí)證結(jié)果表明:(1)銀行業(yè)知識(shí)型員工的激勵(lì)因素可分為薪酬福利、個(gè)人成長(zhǎng)、業(yè)務(wù)成就、工作因素等四個(gè)維度;(2)薪酬福利、個(gè)人成長(zhǎng)因素對(duì)態(tài)度忠誠、行為忠誠均有正向影響;(3)業(yè)務(wù)成就因素對(duì)行為忠誠有正向影響,對(duì)態(tài)度忠誠無正向影響;(4)工作因素對(duì)態(tài)度忠誠有正向影響,對(duì)行為忠誠無正向影響。通過以上的實(shí)證分析和研究,論文最后提出了對(duì)于銀行業(yè)的激勵(lì)制度的建設(shè)意見。對(duì)知識(shí)型員工的有效激勵(lì)能提高忠誠度,減少人員的流失。第一,完善薪酬福利制度,提供有競(jìng)爭(zhēng)力的薪酬回報(bào);第二,關(guān)注員工的個(gè)人成長(zhǎng),激勵(lì)知識(shí)型員工;第三,關(guān)注員工的精神需求,包括工作激勵(lì)和業(yè)務(wù)成就激勵(lì)。
[Abstract]:At present, Shanghai is still on the way towards the goal of international financial center. Banking industry as a knowledge-based staff gathering industry, showing a "younger, higher education" vigorous situation. From the point of view of talent incentive, if the enterprise can motivate the talents in the industry more effectively, it can realize the rational allocation of human capital. Aiming at the problem of motivation of knowledge workers, this paper takes the banking industry, which is the most representative banking industry, as a large scale, to study the demand characteristics and incentive factors of knowledge workers in banking industry. It also explores the effect of motivation factors on employee loyalty and provides the basic reference for human capital management in banking industry. Few studies have explored the influence factors of loyalty in terms of employees' needs and incentives. On the other hand, there is no clear framework for the incentive model of knowledge workers in Shanghai banking industry. Based on the previous research results, this paper improves these two points. Firstly, the literature on the characteristics of knowledge workers at home and abroad is summarized, and the demand of knowledge workers is analyzed according to the factors affecting their environment. At the same time, on the basis of previous scholars' research on incentive theory and motivation factors of knowledge workers, four incentive factors suitable for knowledge workers in banking industry are refined: salary and welfare factor, personal growth factor, work factor and business achievement factor; Secondly, the relationship model between motivation factors and attitude loyalty and behavior loyalty of knowledge workers is analyzed quantitatively. Through the statistical analysis of data by SPSS and AMOS, the empirical results show that: (1) the incentive factors of knowledge workers in banking industry can be divided into four dimensions: salary benefits, personal growth, business achievements, work factors, and (2) salary benefits. Personal growth factors have positive effects on attitude loyalty and behavior loyalty; (3) business achievement factors have positive influence on behavior loyalty, but have no positive influence on attitude loyalty; (4) work factors have positive influence on attitude loyalty, but no positive effect on behavior loyalty. Through the above empirical analysis and research, the paper finally puts forward suggestions for the construction of the banking incentive system. Effective motivation for knowledge workers can improve loyalty and reduce staff turnover. First, improve the compensation and welfare system to provide competitive compensation returns; second, pay attention to the personal growth of employees, motivate knowledge workers; third, pay attention to the spiritual needs of employees, including job motivation and business achievement incentives.
【學(xué)位授予單位】：上海外國(guó)語大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F832.3

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