大陸員工工作滿意度之調查分析與探討—以G公司為例

NCUIR > School of Management at National Central University > Executive MBA > Electronic Thesis & Dissertation > Item 987654321/53279

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/53279

Title:	大陸員工工作滿意度之調查分析與探討—以G公司為例
Authors:	吳明松;Ming-sung Wu
Contributors:	管理學院高階主管企管碩士班
Keywords:	決策參與;企業文化;工作滿意度;工作價值觀;Decision-making participation;Enterprise culture;Job satisfaction;Work values
Date:	2012-05-17
Issue Date:	2012-06-15 20:37:43 (UTC+8)
Abstract:	近年來，中國大陸勞動力市場產生了結構性的變化，各省最低工資越調越高，沿海各企業缺工問題愈演愈烈；而80後員工特立獨行又不耐吃苦的工作價值觀，無法從工作中獲得滿足，頻頻在企業間流動，不僅使企業勞動力短缺，也造成令人頭痛的人員流動與人力資源管理問題。大陸台商及外資企業已開始意識到如何吸引人才及並留住人才是企業經營成敗關鍵，而留在企業組織內的員工工作滿意度更是人力資源管理工作關注的議題。本研究透過文獻探討以及個案公司的員工工作滿意度調查結果進行實證研究，以了解個案公司員工對工作滿意度的整體評價，並探討不同因素（薪資福利、工作成就、成長發展、工作環境、同事溝通、主管互動、企業文化、管理制度、決策參與及管理能力）對員工工作滿意度的影響。本研究以個案G公司在2011年所實施之員工滿意度調查為研究資料來源，調查問卷發放對象為G公司全體正式員工8,560人，有效回收問卷7,961份,有效回收率93%。本研究得到以下結果：(1)個案公司員工對工作滿意度的十項認知構面中，評價最高的前三項分別為企業文化、同事溝通及管理能力。(2)男性員工在整體工作滿意度顯著高於女性。(3)50歲以上與31-40歲的員工對於整體工作滿意度顯著高於25歲以下、25-30歲與41-50歲的員工。(4)年資10年以上之員工的整體工作滿意度最高，而年資5-10年之員工的整體工作滿意度最低。(5) 5∼7職級及4職級以下員工整體工作滿意度的平均分數顯著高於8∼13職級的主管。(6) 在工作滿意度十個構面認知中，企業文化、管理制度、管理能力、同事溝通、工作成就、薪資福利、主管互動等對整體工作滿意有非常顯著的正向影響，而成長發展、工作環境及決策參與則呈現些微的影響。本研究亦依研究結論，提出管理意涵及具體建議，提供個案公司作為改善管理措施之參考，以提高員工工作滿意度，穩定人員流動。In recent years, mainland China labor market has had the constitutive change, various provinces minimum wage accent is higher, Various enterprises lack the labor problem to be increasingly fierce; But after 80, employees are individualistic the work values which does not bear endures hardship, Is Unable to obtain from the job satisfies, flows repeatedly in the enterprise, not only causes the enterprise labor force to be short, also creates the headachy undertake transfer of personnel and the human resources management problem. How the mainland Taiwan enterprise and did the Foreign-funded enterprise start to realize attracts the talented person and detains the talented person is the enterprise manages the key to success, but in keeps the employees who the enterprise organizes to the job satisfaction is the human resources management work attention subject. This research works the job satisfaction survey result by the literature discussion as well as the case company's employees to conduct the empirical study, understood that the case company employees to the job satisfaction's whole appraisal, and discuss the different factor of Job satisfaction influence to the employees(the salary welfare, the work achievement, the working enviornment, the colleague communication, the management interaction, the enterprise culture, the management system, the policy-making participation and the managed capacity). This research employees of job satisfaction investigation the implementation as studies the data source take case G Corporation in 2011, the questionnaire provide object is the G Corporation all official employee 8,560 people, recycles questionnaire 7,961 effectively, effective returns-ratio 93%. This research obtains the following result: (1) case company employees of job satisfaction's ten cognition construction surface, appraise the highest first three items respectively be the enterprise culture, Colleague communication and managed capacity.(2) masculine staff obviously is higher than the female in the job satisfaction. (3)50 year old obviously is higher than below 25 years old, 25-30 years old with 31-40 year-old staff regarding the job satisfaction with 41-50 year-old staff. 4) period of service 10 years employee's whole job satisfaction is highest, but the period of service employeef's of 5-10 whole job satisfaction is lowest. (5) 5∼7 official level and 4 official levels the employee whole job satisfaction's average score obviously is higher than 8 ∼13 the official level. (6) in the job satisfaction ten construction surface cognition, the enterprise culture, the management system, the managed capacity, the colleague communication, the work achievement, the salary welfare, the management interaction and so on to have the very remarkable forward influence to job satisfaction, but grows the development, the working enviornments and the policy-making participation presents the influence slightly.
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