商业银行员工组织承诺.doc
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商业银行员工组织承诺,摘要组织承诺是体现员工和组织之间关系的一种心理状态。作为一种重要的社会心理因素，它可以通过影响个体的动机、态度与满意度，决定个人及组织的效率。就目前我国的商业银行而言，面对激烈的人力资源竞争压力和人员工作绩效不断下降的状况，加强对员工组织承诺问题的研究更是当务之急。本文选取商业银行员工作为研究对象。采用文献回顾法、访谈...
内容介绍
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摘要
组织承诺是体现员工和组织之间关系的一种心理状态。作为一种重要的社会心理因素，它可以通过影响个体的动机、态度与满意度，决定个人及组织的效率。就目前我国的商业银行而言，面对激烈的人力资源竞争压力和人员工作绩效不断下降的状况，加强对员工组织承诺问题的研究更是当务之急。
本文选取商业银行员工作为研究对象。采用文献回顾法、访谈法等研究方法调查我国商业银行员工组织承诺和工作绩效的构成及相关影响因素。在研究构思的基础上，利用问卷的方式进行了预测试和正式测试两次调查。在预测试中，运用项目分析、因子分析和信度分析对编制的量表进行了修正。正式测试过程中，调查了五家银行的279名员工，首先通过对回收数据的描述了解了商业银行员工组织承诺和工作绩效的现状；然后运用相关分析和回归分析的方法，揭示了商业银行员工组织承诺对工作绩效的影响；其次将薪酬满意度引入组织承诺和工作绩效的影响模型，采用路径分析的方法检验其在组织承诺和工作绩效间是否具有中介效应；最后应用独立样本T检验和方差分析的方法进行了个人特征变量在组织承诺和工作绩效上的差异性检验。
研究结果表明，商业银行员工的组织承诺由感情承诺、理想承诺、规范承诺和持续承诺四个维度构成，工作绩效由任务绩效、周边绩效和适应性绩效三维度构成；我国商业银行员工组织承诺和工作绩效的水平均处于中等程度范围；员工组织承诺与工作绩效呈显著正相关，并且对工作绩效具有预测能力，高水平的组织承诺有利于员工产生较高的工作绩效；薪酬满意度可以作为组织承诺和工作绩效影响模型的中介变量，并起着一定的中介效应；员工组织承诺和工作绩效会因员工的性别、年龄、学历、工作年限、职务类别的不同而呈现出一定的差异性，但工作绩效在银行性质方面没有表现出差别。
依据研究结果，本文从建立沟通渠道、更新薪酬激励机制、实施职业生涯管理、注重企业文化建设和进行组织承诺动态管理五个方面提出了我国商业银行人力资源管理的改进对策和建议。
关键词 组织承诺；工作绩效；薪酬满意度
Abstract
Organizational commitment is a psychology of the relation between the organization and its members. As an important social psychology factor, lots of research work has indicated that organizational commitment can influence the individual’s incentive, attitude and satisfaction, finally influence the individual’s performance and organization’s efficiency. Organizational commitment is researched necessarily and urgently in the corporations of China, especially in the industrial banking of China because of the drastic competition in human resources and members’ low job performance.
In this study, the employees from the industrial banks are chosen as the participants. Trough reviewing the existing literatures and interview methods, the structure of organizational commitment and job performance of Chinese industrial banks’ employees is explored. Based on the design of research, two tests are put up through questionnaire survey. In the first test, the inquiry is amended through item analysis, factor analysis and reliability analysis. In the second test, 279 employees from five banks are surveyed. Based on the analysis of the collected data, firstly, the present situation of organizational commitment and job performance is described, then it points out whether organizational commitment influences job performance with the analytical methods of correlation and regression, secondly, it takes the variable of compensation satisfaction into the model and proves whether the variable can be mediator, finally it applies independent-sample T-test and one-way ANOVA to prove whether organizational commitment and job performance are different on different population statistial variables.
The result shows that organizational commitment is formed by affective commitment, ideal commitment, normative commitment, continuance commitment and job performance is formed by task performance, contextual performance, adaptive performance. The current situation of organizational commitment and job performance is medium degree. There is a positive significant correlation between organizational commitment and job performance, high organizational commitment can make high job performance. And compensation satisfaction can act mediating effect on organizational commitment and job performance thourgh the method of path analysis. It also proves that organizational commitment and job performance exist degrees of difference on different genders, ages, educations, lengths of service and duties, but job performance is not different on different banks.
Based on the research results, a lot of suggestions on the practice of human resources management in the industrial banks have been put forward from establishing communication channel, renewing compensation promotion system, implementing career management, minding organizational culture constitution, carrying out dynamic managements on organizational commitment and so on.
Keywords: organizational commitment; job performance; compensation satisfaction
目录
摘要 I
Abstract III
第1章 绪论 1
1.1 研究背景 1
1.2 研究意义 2
1.2.1 理论意义 2
1.2.2 现实意义 3
1.3 研究现状 3
1.3.1 国外研究现状 3
1.3.2 国内研究现状 4
1.4研究内容及创新点 5
1.5 研究方法 7
第2章 组织承诺与工作绩效的相关理论 9-br..
组织承诺是体现员工和组织之间关系的一种心理状态。作为一种重要的社会心理因素，它可以通过影响个体的动机、态度与满意度，决定个人及组织的效率。就目前我国的商业银行而言，面对激烈的人力资源竞争压力和人员工作绩效不断下降的状况，加强对员工组织承诺问题的研究更是当务之急。
本文选取商业银行员工作为研究对象。采用文献回顾法、访谈法等研究方法调查我国商业银行员工组织承诺和工作绩效的构成及相关影响因素。在研究构思的基础上，利用问卷的方式进行了预测试和正式测试两次调查。在预测试中，运用项目分析、因子分析和信度分析对编制的量表进行了修正。正式测试过程中，调查了五家银行的279名员工，首先通过对回收数据的描述了解了商业银行员工组织承诺和工作绩效的现状；然后运用相关分析和回归分析的方法，揭示了商业银行员工组织承诺对工作绩效的影响；其次将薪酬满意度引入组织承诺和工作绩效的影响模型，采用路径分析的方法检验其在组织承诺和工作绩效间是否具有中介效应；最后应用独立样本T检验和方差分析的方法进行了个人特征变量在组织承诺和工作绩效上的差异性检验。
研究结果表明，商业银行员工的组织承诺由感情承诺、理想承诺、规范承诺和持续承诺四个维度构成，工作绩效由任务绩效、周边绩效和适应性绩效三维度构成；我国商业银行员工组织承诺和工作绩效的水平均处于中等程度范围；员工组织承诺与工作绩效呈显著正相关，并且对工作绩效具有预测能力，高水平的组织承诺有利于员工产生较高的工作绩效；薪酬满意度可以作为组织承诺和工作绩效影响模型的中介变量，并起着一定的中介效应；员工组织承诺和工作绩效会因员工的性别、年龄、学历、工作年限、职务类别的不同而呈现出一定的差异性，但工作绩效在银行性质方面没有表现出差别。
依据研究结果，本文从建立沟通渠道、更新薪酬激励机制、实施职业生涯管理、注重企业文化建设和进行组织承诺动态管理五个方面提出了我国商业银行人力资源管理的改进对策和建议。
关键词 组织承诺；工作绩效；薪酬满意度
Abstract
Organizational commitment is a psychology of the relation between the organization and its members. As an important social psychology factor, lots of research work has indicated that organizational commitment can influence the individual’s incentive, attitude and satisfaction, finally influence the individual’s performance and organization’s efficiency. Organizational commitment is researched necessarily and urgently in the corporations of China, especially in the industrial banking of China because of the drastic competition in human resources and members’ low job performance.
In this study, the employees from the industrial banks are chosen as the participants. Trough reviewing the existing literatures and interview methods, the structure of organizational commitment and job performance of Chinese industrial banks’ employees is explored. Based on the design of research, two tests are put up through questionnaire survey. In the first test, the inquiry is amended through item analysis, factor analysis and reliability analysis. In the second test, 279 employees from five banks are surveyed. Based on the analysis of the collected data, firstly, the present situation of organizational commitment and job performance is described, then it points out whether organizational commitment influences job performance with the analytical methods of correlation and regression, secondly, it takes the variable of compensation satisfaction into the model and proves whether the variable can be mediator, finally it applies independent-sample T-test and one-way ANOVA to prove whether organizational commitment and job performance are different on different population statistial variables.
The result shows that organizational commitment is formed by affective commitment, ideal commitment, normative commitment, continuance commitment and job performance is formed by task performance, contextual performance, adaptive performance. The current situation of organizational commitment and job performance is medium degree. There is a positive significant correlation between organizational commitment and job performance, high organizational commitment can make high job performance. And compensation satisfaction can act mediating effect on organizational commitment and job performance thourgh the method of path analysis. It also proves that organizational commitment and job performance exist degrees of difference on different genders, ages, educations, lengths of service and duties, but job performance is not different on different banks.
Based on the research results, a lot of suggestions on the practice of human resources management in the industrial banks have been put forward from establishing communication channel, renewing compensation promotion system, implementing career management, minding organizational culture constitution, carrying out dynamic managements on organizational commitment and so on.
Keywords: organizational commitment; job performance; compensation satisfaction
目录
摘要 I
Abstract III
第1章 绪论 1
1.1 研究背景 1
1.2 研究意义 2
1.2.1 理论意义 2
1.2.2 现实意义 3
1.3 研究现状 3
1.3.1 国外研究现状 3
1.3.2 国内研究现状 4
1.4研究内容及创新点 5
1.5 研究方法 7
第2章 组织承诺与工作绩效的相关理论 9-br..
