农业企业主导着农村经济市场的发展，同时肩负着乡村振兴的主要任务，对 农村经济发展起到了不可忽视的作用。当前，面对消费者对农产品需求不断提升 及对品质更高的要求，迫切需要农业企业提高管理水平，提升企业绩效。但随着 国家工业化、城镇化快速发展，农村空心化日趋严重，迫使农业企业面临劳动力 紧缺、员工素质不高且员工执行力低下等问题，员工往往缺乏严谨认真的工作态 度和较低执行力，企业生存发展面临很大阻力。因此，深入研究农业企业员工执 行力的影响因素并提出改进对策，对农业企业发展有着重要意义。 从事柑橘生产的重庆忠县新硕农业有限公司（以下简称新硕农业）自成立至 今，长期面临员工工作效率低下、缺乏岗位责任心及工作积极性，导致多数任务 目标的执行过程及结果与预期要求有较大差异，严重影响了企业经济效益。公司 管理人员多次探讨该现象的本质原因，并针对可能的原因提出了解决对策，但最 终效果不佳。本论文以该公司为案例研究对象，运用扎根理论研究方法找出影响 新硕农业在员工执行力方面所存在具体问题的原因，同时探索出影响员工执行力 的因素。具体研究过程：通过访谈收集案例企业员工执行力方面的问题，并将访 谈结果整理成小故事；根据扎根理论的开放性编码过程对案例资料进行逐句编 码；再对编码结果进行主轴性编码，主轴性编码是对开放性编码结果的“概念” 确立核心“概念”或建立“概念”间的关系，主轴性编码结果确立了9个核心范 畴；其次是选择性编码，将主轴性编码结果的9个核心范畴进行系统分析，选择 具有统领性的核心类属，并连接核心范畴与核心类属之间的关系，该编码过程获 得4个核心类属；最后将编码结果搭建理论模型，并对案例企业进行深入分析出 其员工执行力问题的原因，同时提出对策建议。 论文研究认为，新硕农业员工执行力较低原因有组织结构不完善、员工数量 不足、员工能力较低、目标设定不科学、任务分配及绩效考核不公平等。同时认 为执行工具、执行保障、执行条件和执行内容是员工执行力的影响因素。本论文 就新硕农业员工执行力的问题提出了对策建议：一是通过满足员工需求、提高员 工的能力、完善组织结构等保持较高的执行条件。二是科学制定执行内容；在目 标设定时综合考虑影响因素及遵循制定原则，建立科学的目标决策流程；同时进 行目标任务培训及目标任务进度跟踪等。三是提高执行工具；例如加强执行过程 监督，提高员工激励。四是巩固执行保障；构建企业管理制度，塑造企业员工执 行力文化等。 关键词：员工执行力；农业种植企业；扎根理论 ABSTRACT III ABSTRACT Agriculturalenterprisesplayaleadingroleinthedevelopmentofruraleconomic market,shoulderthemaintaskofruralrevitalization,andplayanimportantrolein ruraleconomicdevelopment.Atpresent,inthefaceofincreasingconsumerdemand foragriculturalproductsandhigherqualityrequirements,thereisanurgentneedfor agriculturalenterprisestoimprovetheirmanagementlevelandperformance.However, withtherapiddevelopmentofindustrializationandurbanizationinChina,rural hollowingoutisbecomingmoreandmoreserious,whichforcesagricultural enterprisestofacetheproblemsoflaborshortage,lowqualityofemployeesandlow executiveabilityofemployees.Employeesoftenlackrigorousandseriouswork attitudeandlowexecutiveability,sothesurvivalanddevelopmentofenterprisesare facinggreatresistance.Therefore,itisofgreatsignificanceforthedevelopmentof agriculturalenterprisestodeeplystudytheinfluencingfactorsofemployees' executiveabilityinagriculturalenterprisesandputforwardimprovement countermeasures. Sinceitsestablishment,ChongqingZhongxianXinshuoAgricultureCo.,Ltd. (hereinafterreferredtoasXinshuoagriculture)haslongbeenfacedwithlowwork efficiency,lackofpostresponsibilityandenthusiasmofemployees,resultingingreat differencesbetweentheimplementationprocessandresultsofmosttasksandexpected requirements,seriouslyaffectingtheeconomicbenefitsofenterprises.Themanagers ofthecompanyhaverepeatedlydiscussedtheessentialcausesofthisphenomenon, andputforwardcountermeasuresforthepossiblereasons,butthefinaleffectisnot good.Thispapertakesthecompanyasthecasestudyobject,usesthegroundedtheory researchmethodtofindoutthecausesofthespecificproblemsthataffectthe employees'executiveabilityofXinshuoagriculture,andexploresthefactorsthat affecttheemployees'executiveability.Specificresearchprocess:collecttheexecutive abilityoftheemployeesinthecaseenterprisethroughinterviews,andsortoutthe interviewresultsintosmallstories;Accordingtotheopencodingprocessofgrounded theory,thecasedataarecodedsentencebysentence;Themainaxiscodingisto establishthecore"concept"ortherelationshipbetween"concepts"oftheopencoding results.Themainaxiscodingresultsestablishninecorecategories;Thesecondis selectivecoding,whichsystematicallyanalyzestheninecorecategoriesofthemain 西南科技大学硕士研究生论文 IV axiscodingresults,selectsthedominantcorecategory,andconnectstherelationship betweenthecorecategoryandthecorecategory.Thecodingprocessobtainsfourcore categories;Finally,webuildatheoreticalmodelbasedonthecodingresults,analyze thecausesofemployees'executiveabilityproblems,andputforwardcountermeasures andsuggestions. Thepaperbelievesthatthereasonsforthelowexecutiveabilityofagricultural employeesinXinshuoincludeimperfectorganizationalstructure,insufficientnumber ofemployees,lowabilityofemployees,unscientificgoalsetting,unfairtaskallocation andperformanceappraisal,etc.Atthesametime,itisconsideredthatexecutiontools, executionguarantee,executionconditionsandexecutioncontentaretheinfluencing factorsofemployeeexecution.Thispaperputsforwardthecountermeasuresand suggestionsontheexecutiveabilityoftheagriculturalstaffofXinshuo:first,maintain ahigherexecutiveconditionbymeetingtheneedsofthestaff,improvingtheabilityof thestaff,andimprovingtheorganizationalstructure.Second,formulatethe implementationcontentscientifically;Intheprocessofgoalsetting,weshould considertheinfluencingfactorsandfollowtheprinciplestoestablishascientificgoal decision-makingprocess;Atthesametime,thetargettasktrainingandtargettask progresstracking.Third,improvetheimplementationtools;Forexample,strengthen thesupervisionoftheimplementationprocess,improveemployeemotivation.Fourth, consolidatetheguaranteeofimplementation;Buildingenterprisemanagementsystem, shapingtheexecutivecultureofenterprisestaff,etc. Keywords:Employeeexecution;Agriculturalplantingenterprises;Rooted theory 绪论 1 目录 1绪论.....................3 1.1研究意义及目的.....................3 1.1.1研究背景.....................3 1.1.2研究意义.....................3 1.1.3研究目的.....................4 1.2研究思路与方法.....................4 1.2.1研究思路.....................4 1.2.2研究内容.....................5 1.2.3研究方法.....................6 1.2.4研究创新.....................6 2文献综述..............7 2.1员工执行力概念及内涵研究.7 2.2员工执行力构成要素.............7 2.3员工执行力影响因素.............8 2.4员工执行力提升策略.............9 2.5现有研究评述.......................10 3管理问题............11 3.1公司简介11 3.2行业及市场背景...................11 3.3胸有成竹、失望至极...........13 3.3.1股东前期愿景...........13 3.3.2果树叶片“黄化”引起其他股东对生产管理的关注........14 3.3.3年会变追责会...........15 3.4重振旗鼓、依然萧然...........16 3.4.1解决“黄化”、稳定军心......................16 3.4.2股东干预，被迫离职..............................17 3.4.3问题跌出，重蹈覆辙..............................17 3.5重大调整后的执行力问题...18 3.5.1辞退老员工，迎接新团队......................18 3.5.2执行无力，重蹈覆辙..............................19 3.5.3为提高员工任务执行力继续改革.........20 3.6本章小结21 4案例分析............23 4.1理论依据23 4.2分析方法23 4.2.1扎根理论...................23 4.2.2扎根理论的基本思路..............................24 4.2.3程序化扎根理论研究流程......................25 4.3理论模型构建.......................27 西南科技大学硕士研究生论文 2 4.3.1案例数据收集...........27 4.3.2基于程序化扎根理论的案例研究思路.27 4.3.3开放式编码...............27 4.3.4主轴编码...................29 4.3.5选择性编码...............30 4.3.6理论模型构建...........31 4.4模型应用分析.......................31 4.4.1执行条件分析...........31 4.4.2执行内容分析...........33 4.4.3执行工具分析...........33 4.4.4执行保障分析...........34 4.5基于公平理论的员工执行力分析......................34 4.6本章小结35 5新硕农业员工执行力提升对策建议..........................36 5.1保全执行条件.......................36 5.1.1满足员工需求...........36 5.1.2提高员工能力...........36 5.1.3完善组织结构...........37 5.2科学管