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论文编号：	10859
作者编号：	2120152755
上传时间：	2019/6/12 14:18:10
中文题目：	银行员工入职需求与离职意愿研究——以X银行为例
英文题目：	Research on Banking Employees’ Job-hunting Needs & Turnover Intention --Take X Bank for Instance
指导老师：	于斌教授
中文关键字：	入职需求；满意度调查；离职意愿
英文关键字：	turnover intention；job-hunting needs；satisfaction survey
中文摘要：	近几年来，京津冀三地一体化协同发展已成大势所趋，2014年习总书记在北京主持召开座谈会，专题听取京津冀协同发展工作汇报，将京津冀三地协同发展提升到重大国家战略的层面上。在这个大的政策背景下，天津为加快建设“五个现代化天津”，于是2018年5月，在第二届世界智能大会开幕式上，天津发布了新的人才引进政策—“海河英才”行动计划，该“计划”在项目扶持、资金保障、人才引进等方面出台一批吸引力更强的政策，为天津的城市发展和天津人才库建设壮大提供了支撑。与此同时，根据国家统计局公布的数据来看，天津整体经济形势呈下滑趋势，挤水分以后GDP增速排名全国倒数第一，GDP总量在31省中排名19，位列辽宁、江西、广西之下。经济主要拉动还是在于基础设施建设及大型重工业，同时，大型国有集团债务违约事件频发，渤海钢铁集团债务问题或成为压垮天津经济发展的最后一根稻草。在传统工业面临转型，新兴工业又缺乏土壤的环境下，海河英才计划的效果短时间内没有明显体现。在全国范围内，以电商、外企、互联网行业等为首的裁员降薪的围攻中，天津2018年城镇登记失业率保持在3.5%，以笔者所从事银行业来看，几家大型股份制银行或天津本地商业银行及农村金融机构并未发生大面积裁员情况，相反，高端人才流失率高，员工工作效率低的情况仍然困扰着很多国有企业和银行机构。核心员工离职是每一个企业都要面临的巨大问题，在银行业也是如此，银行员工的离职率高通常会造成银行管理成本加大，管理难度提高等问题，X银行是天津本土银行，自成立以来，各项指标逐年提升，不断拓展业务、创新经营，多次荣获天津市颁发的“最有社会责任感银行”称号，同时成功跻身世界银行五百强，作为天津本土商业银行取得了不俗的发展。可是由于X银行刚刚成立，在日常经营活动中欠缺对员工的心理关注和人文关怀，对业绩的增长看的太重而没有注意到员工每个人的心理活动和满意情况，对员工的工作效率和创造性发挥都没有给予足够的重视。各项因素导致员工离职率逐年上升，从银行经营状况来看，核心员工的离职是当下各大企业人力资源管理中的首要问题，有针对性的对员工离职率高的问题选择解决办法，最大程度地减少核心人才流失，对X银行这种处于刚起步阶段却要面临各界挑战的新银行来说，是眼前最大的课题。本文将针对X银行核心人才离职情况逐年演变的问题，对员工入职需求进行追溯调查，深入探讨入职需求的满意度对离职意愿的影响，以及银行在薪酬福利、职业成长、工作压力、企业文化等方面存在的问题，同时以此为基础对X银行人力资源管理和核心人才离职率上升的问题找到对应的解决办法并提出相关思考和建议。本文的目的也是想为X银行人力打开管理困境，找到未来发展方向，在某种程度上降低X银行人力管理成本，减少不必要的损失，为X银行今后的蓬勃发展奠定良好的基础。为化解X银行员工流失问题，本研究分四方面进行。首先，对相关理论知识进行回顾，将薪酬激励、工作压力、职业成长等相关理论的主要观点进行梳理和提炼。其次，研究设计X银行员工调查问卷，根据本研究目的和对象，以X银行实际情况和问题为基础，抽取部分员工进行预调查，通过筛选归纳最终确定调查问卷，并通过网络平台方式发放问卷。再次，研究X银行员工入职需求和离职意愿的现状，在数据收集基础上，对X银行员工入职需求、满意度现状、离职意愿进行了研究，并对不同需求的影响程度和现状进行了总结。研究结果显示，对X银行基层员工在工作期间或选择工作时，更看重薪酬待遇、职业成长空间及工作地点的物理环境等因素，同时对以上几个因素并不满意，有一定的离职倾向。最后，提出X银行员工流失应对策略。分别针对X银行员工流失的内部、外部和个人主要原因提出应对策略。包括优化职位晋升机制，健全薪酬福利体系，加强薪酬心理预期培训教育等。本研究主要运用了文献研究法、问卷调查法、统计分析法探讨了X银行员工入职需求、满意度现状及离职意愿和应对策略。本研究关注本地化和职业化的特殊性，以X银行员工为主要研究对象，同时选取天津本地其他银行员工作为辅助研究对象。本文第二章将对研究理论知识进行回顾；第三章以银行业为切入点，对银行员工的入职需求、离职意愿、满意度调查等进行研究；为验证上述观点，第四章以X银行为例，介绍了X银行的基本情况和员工离职问题，以调查问卷的形式对X银行员工满意度现状进行研究；第五章对改善影响员工离职意愿的相关因素提出对策建议；第六章对研究进行总结和展望。主要的创新点在于找到定期满意度调查对于员工入职需求和离职意愿的中介作用，可以通过定期满意度调查提高员工需求的满意度，降低员工离职意愿，最后归纳出导致X银行员工离职的主要原因，并提出应对策略。未来的研究方向体现在两个方面：一是获取更大范围的样本数据，对Ｘ银行多个分行进行问卷调查，并扩充问卷内容，对离职意愿等方向加入更有针对性的问题和题项设计，利用标准化量表进行调查，将统计数据进行实证分析，使得分析结果更具有可靠性和普适性；二是调研问卷的发放对象均为X银行的在职员工，对于其入职需求和离职意愿的研究可以看作是对在职员工入职需求进行的追溯调查，问卷对象的选择和问卷形式本身对社会称许性因素考虑不周，未来将通过扩大研究对象、增加保密措施等方式进行后续研究。
英文摘要：	In recent years, the integration and coordinated development of Beijing, Tianjin and Hebei has become a general trend. In 2014, General Secretary Xi hosted a symposium in Beijing to listen to the report of Beijing, Tianjin and Hebei's coordinated development work, which promoted the coordinated development of Beijing, Tianjin and Hebei to the level of major national strategies. Against this background, in order to speed up the construction of the "five modernized Tianjin", in May 2018, at the opening ceremony of the Second World Intelligence Congress, Tianjin issued a new talent introduction policy - "Haihe Talents" Action Plan, which introduced a number of more attractive policies in project support, fund guarantee, talent introduction and so on, in order to provide Tianjin with a city. Municipal development and Tianjin talent pool construction provide support. At the same time, according to the data released by the National Bureau of Statistics, the overall economic situation of Tianjin shows a downward trend. After squeezing water, the GDP growth rate ranks the bottom of the country, and the total GDP ranks 19 out of 31 provinces, ranking below Liaoning, Jiangxi and Guangxi. At the same time, debt defaults of large state-owned groups occur frequently. The debt problem of Bohai Iron and Steel Group may become the last straw to crush Tianjin's economic development. In the environment of traditional industries facing transformation and new industries lacking soil, the effect of Haihe Talent Plan has not been evident in a short time. Nationwide, in the siege of layoffs and salary cuts led by e-commerce, foreign enterprises and the Internet industry, the registered unemployment rate in Tianjin in 2018 remained at 3.5%. According to the banking industry in which I worked, there were no large-scale layoffs in several large-scale joint-stock banks or local commercial banks and rural financial institutions in Tianjin. On the contrary, the high-end brain drain rate and staff efficiency were high. Low levels still plague many state-owned enterprises and banking institutions.Employee turnover is a common problem faced by every organization. The turnover of employees in different industries and enterprises shows different characteristics, while the characteristics of employee turnover at different levels within the organization are different. The excessive turnover of employees in the organization, especially the loss of talent resources, has a great impact on organizational development. With the constant entry of foreign-funded banks and the development of joint-stock commercial banks, the state-owned commercial banks are facing increasingly fierce competition for talent. Employee turnover rate continues increasing and the turnover levels continue improving, all these problems also exist in X Bank. In order to deal with the problem of employee turnover, it is necessary to find out the main reasons in the X Bank. Based on the above analysis, this thesis has important theoretical and practical significance on the cause of employee turnover and the counter measure analysis of X Bank. In order to solve the problem of employee turnover, this thesis is mainly discussed in four aspects. Firstly, we analyze the current situation of employee turnover, design the questionnaire of the employee turnover of the X Bank. According to the purpose and object of this thesis, parts of the employees were drawn to conduct a pre-investigation. The questionnaire was determined through screening and induction, and the questionnaire was issued through the network platform. Secondly, the problem of employee turnover in X Bank empirically analyzed. Based on data collection, descriptive statistics analysis and single factor cross analysis of samples were conducted by SPSS21.0. The analysis shows that the job-hunting needs, satisfaction survey and reasons of leaving have different degree effects on the turnover intention of employees in X Bank. In Tianjin, banking employees, especially in city commercial bank or rural commercial bank or Postal Savings Bank of China, think the salary, the physical environment and personal growth are the most three important factors when they shall hunt jobs.The satisfaction of personal benefits and salaries is the major factor affecting the turnover intention. Thirdly, the current situation and causes of the employee turnover of the X Bank are analyzed. According to the survey results and the reality of the present situation of employee turnover in X Bank in detail, it concludes that the main internal reasons for the employee turnover of X Bank are lack of confidence in job prospects and lack of autonomy in work, the main external reason is the large pay gap with peer, and the main personal reason is the dissatisfaction of benefits. Finally, we put forward the coping strategies of employee turnover in the X Bank. Optimizing the position promotion mechanism, innovating the employee incentive system, perfecting the salary and welfare system. This thesis mainly used literature research method, comparative analysis method and questionnaire survey method to explore the job-hunting needs,the satisfaction survey and the influencing factors of employee turnover in X Bank. The main innovations are that we found that doing satisfaction survey termly may enhance degree of satisfaction and reduce the turnover intention, and finally summarize the main reasons leading to the departure of X Bank employees and propose coping strategies. Future research directions are reflected in two aspects: first, to obtain a larger range of sample data, conduct a questionnaire survey on X Bank branches, expand the content of the questionnaire, add more targeted questions and item design to the direction of turnover intention, use standardized scales to conduct surveys, conduct empirical analysis of statistical data, so as to make the analysis results more reliable and universal. Secondly, the questionnaire is distributed to employees of Bank X. The research on their entry and turnover needs can be regarded as a retrospective survey and willingness study on the entry needs of employees. The selection of the questionnaire objects and the form of the questionnaire itself are not thoughtful about the factors of social acceptance. In the future, it will follow up by expanding the research objects and increasing confidentiality measures.
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