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MBA毕业论文_业银行劳务派遣员工满意度与工作绩效关系实证研究PDF

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I 摘要 商业银行为了维持在竞争中的地位,常常通过资源重新配置整合的方法来达 到利益的最大化,常用的手段之一是通过使用成本相对较低的劳务派遣员工来降 低人力资源成本。但是对于处于激烈竞争环境的商业银行,除控制成本外,员工 工作绩效也是影响其发展的关键问题。目前,商业银行劳务派遣员工已占相当比 例,这些员工与正式员工身份不同、用工方式不同,大多数商业银行内部存在劳 务派遣员工与正式员工同工不同酬、晋升受限的现象,劳务派遣员工更容易对组 织产生不满,并由此导致工作绩效较低,影响了商业银行的整体发展。 本研究在厘清核心变量概念的基础上,以公平理论、社会交换理论和ERG理 论为基础,构建了劳务派遣员工工作绩效模型,以探讨商业银行内部劳动派遣员 工工作满意度与工作绩效间的关系。模型以河北省股份制商业银行劳务派遣员工 为调研对象,通过问卷调查和实地访谈的方法展开调研,以公平感知为调节变量, 考察劳务派遣员工满意度与工作绩效的关系。在实证分析部分,主要采用SPSS26.0 和AMOS22.0统计软件,对问卷信效度进行验证,并采用分层回归的方式进行调 节效应检验,同时考察了人口变量学因素在各个变量上的差异,得到了三个主要 的结论,即:一是外部满意、内部满意对工作绩效有显著的正向影响;二领导公 平在内部、外部满意度与工作绩效之间的负向调节作用、分配公平在内部满意度 与工作绩效间的负向调节作用以及分配公平在外部满意度与工作绩效之间的正向 调节作用;三是不同工作日时长的员工在分配公平上存在显著差异。最后,基于 实证分析结论,从提升劳务派遣员工的公平认知及工作满意度方面提出有效激励 措施。 关键词:劳务派遣;商业银行;公平感知;工作满意度;工作绩效;激励措施 Abstract II Abstract Inordertomaintaintheirpositioninthecompetition,commercialbanksoften maximizethebenefitsthroughthemethodofresourcereconfigurationandintegration. Oneofthecommonlyusedmethodsistosendemployeesbyusingrelativelylow-cost laborservicestoreducehumanresourcecosts.Butforcommercialbanksinafiercely competitiveenvironment,inadditiontocontrollingcosts,employeeperformanceisalso akeyissueaffectingtheirdevelopment.Atpresent,thereareaconsiderableproportion oflabordispatchedemployeesincommercialbanks.Theseemployeeshavedifferent identitiesanddifferentemploymentmethodsfromformalemployees.Mostcommercial bankshavethephenomenonthatthelabordispatchedemployeesandregularemployees havedifferentpayforequalworkandlimitedpromotion.Thelabordispatched employeesItismorelikelytocausedissatisfactionwiththeorganization,resultingin lowerjobperformanceandaffectingtheoveralldevelopmentofcommercialbanks. Basedontheclarificationofthecorevariableconcepts,thisstudybuildsonthe workperformancemodelofdispatchedemployeesbasedonfairnesstheory,social exchangetheoryandERGtheorytoexploretherelationshipbetweenjobsatisfaction andjobperformanceoflabordispatchedemployeesincommercialbanks.Themodel takesthelabordispatchedemployeesofHebeiProvince'sjoint-stockcommercialbanks astheresearchobject,conductssurveysthroughquestionnairesurveysandfield interviews,andusesfairperceptionasamoderatingvariabletoexaminetherelationship betweenlabordispatchedemployees'satisfactionandjobperformance.Intheempirical analysispart,SPSS26.0andAMOS22.0statisticalsoftwarearemainlyusedtoverify thereliabilityandvalidityofthequestionnaire,andtheadjustmenteffecttestiscarried outbystratifiedregression.Atthesametime,thedifferencesofdemographicvariables ineachvariableareinvestigated.,Gotthreemainconclusions,namely:first,external satisfactionandinternalsatisfactionhaveasignificantpositiveimpactonjob performance;second,thenegativeadjustmentroleofleadershipfairnessbetween internal,externalsatisfactionandworkperformance,distributionfairnessThenegative adjustmenteffectbetweeninternalsatisfactionandjobperformanceandthepositive adjustmenteffectofdistributionfairnessbetweenexternalsatisfactionandjob performance;Third,therearesignificantdifferencesinthedistributionfairnessamong Abstract III employeesofdifferentworkingdays.Finally,basedontheempiricalanalysis conclusions,effectiveincentivemeasuresareproposedintermsofimprovingthe fairnessperceptionandjobsatisfactionoflabordispatchedemployees. Keywords:Labordispatch;Commercialbanks;Fairperception;Jobsatisfaction;Job performance;Incentives 目录 IV 目录 摘要........................................................................................................................I Abstract.....................................................................................................................II 第1章绪论.............................................................................................................1 1.1研究背景....................................................................................................1 1.1.1现实背景.........................................................................................1 1.1.2理论背景.........................................................................................2 1.2研究目的....................................................................................................2 1.3研究方法....................................................................................................3 1.4研究创新....................................................................................................3 1.5研究内容....................................................................................................4 第2章文献综述与理论基础.................................................................................6 2.1劳务派遣相关研究....................................................................................6 2.1.1劳务派遣概念界定.........................................................................6 2.1.2劳务派遣研究现状.........................................................................7 2.2工作满意度相关研究................................................................................8 2.2.1工作满意度概念界定.....................................................................8 2.2.2工作满意度影响因素.....................................................................8 2.2.3工作满意度测量.............................................................................9 2.2.4工作满意度研究现状...................................................................10 2.3公平感知相关研究..................................................................................11 2.3.1公平感知概念界定.......................................................................11 2.3.2公平感知影响因素和维度划分...................................................11 2.3.3公平感知研究现状.......................................................................12 2.4工作绩效相关研究..................................................................................13 2.4.1工作绩效概念界定.......................................................................13 2.4.2工作绩效的维度...........................................................................13 2.5工作绩效相关关系分析..........................................................................14 2.5.1满意度与工作绩效的关系...........................................................14 2.5.2公平感知与工作绩效关系...........................................................14 2.5.3公平感知的调节作用...................................................................15 目录 V 2.6理论基础..................................................................................................15 2.6.1公平理论.......................................................................................15 2.6.2社会交换理论...............................................................................16 2.6.3ERG理论.......................................................................................16 第3章商业银行劳务派遣员工工作绩效的理论分析.......................................18 3.1工作绩效理论模型构建..........................................................................18 3.2调查对象选择..........................................................................................19 3.2.1调查地区特点...............................................................................19 3.2.2商业银行雇佣劳务派遣员工的原因...........................................20 3.2.3商业银行劳务派遣员工的现行管理