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论文编号：	14286
作者编号：	2320213855
上传时间：	2023/12/11 13:05:46
中文题目：	基于双因素理论的Z银行X分行员工激励问题与改进研究
英文题目：	Research on employee motivation problem and improvement of Z Bank X Branch based on two-factor theory
指导老师：	杨斌教授
中文关键字：	国有银行；雄安新区；双因素理论；激励
英文关键字：	State-owned banks；Xiongan New Area；Two-factor theory；Motivation
中文摘要：	国有商业银行在我国现有的银行体系中占据主体地位，在工作人员配备、物理网点布局、银行资产规模和市场占有率等方面，均占据主体地位。Z银行作为我国大型商业银行之一，对我国金融体系建设和市场经济繁荣具有重要意义。2017年4月1日雄安新区成立，各家商业银行纷纷在雄安成立分行，Z银行作为国有大型商业银行，率先垂范成立X分行，五年来通过内部选聘和校园招聘等多种方式招聘员工，形成了目前300余名员工的一级分行。 作为一家新建分行，Z银行X分行的员工构成相对多元化，35岁以下的青年员工占比较高，采取适合的激励措施能够激发雄安分行无穷的发展潜力。但是，作为一家刚刚起步的一级分行，员工的激励开展存在方案不具体、执行落实不到位的情况。身为Z银行X分行的一员，笔者以双因素理论为主要理论工具，将理论基础与实际相结合，开展针对性研究。研究中发现，该分行在激励因素下存在精神激励不足、职业规划缺失、晋升路径不明确、绩效导向偏弱；保健因素下存在薪酬分配不公、工作氛围压抑、工作环境欠佳、奖惩措施失衡等问题。 论文首先对激励的相关概念、理论基础等方面进行了介绍，然后以Z银行X分行为例，通过问卷调查法、访谈法等研究方法，深入分析了员工的激励问题。在赫茨伯格的双因素理论的指导下，从保健与激励两个方面入手，找出其在激励上的问题，并对问题的成因进行分析，进而提出了相应的优化对策。课题重点从薪酬福利制度、人际沟通制度、绩效考评制度、岗位晋升制度、企业培训制度等多个层面上，对Z银行X分行目前存在的激励机制进行了优化，实现了员工潜能的有效发挥，提升了银行的整体业绩水平。
英文摘要：	State-owned commercial banks occupy the main position in China's existing banking system, and occupy the main position in terms of staffing, physical network layout, bank asset scale and market share. As one of China's large commercial banks, Z Bank X Branch is of great significance to the construction of China's financial system and the prosperity of market economy. On April 1, 2017, Xiong'an New Area was established, and various commercial banks have set up branches in Xiong'an, and Z Bank X Branch, as a large state-owned commercial bank, took the lead in establishing Hebei , and has recruited employees through internal selection and campus recruitment in the past five years, forming a first-level branch with more than 300 employees. As a newly established branch, Z Bank X Branch has a relatively diverse staff composition, with a relatively high proportion of young employees under the age of 35, and appropriate incentives can stimulate the endless development potential of. However, as a start-up first-level branch, there are cases where the incentive plan for employees is not specific and the implementation is not in place. As a member of Z Bank X Branch, the author uses the two-factor theory as the main theoretical tool, combines the theoretical basis with practice, and carries out targeted research. The study found that the branch had insufficient mental motivation, lack of career planning, unclear promotion path, and weak performance orientation under the motivating factors. Under health factors, there are problems such as unfair salary distribution, depressed working atmosphere, poor working environment, and imbalanced reward and punishment measures. This paper first introduces the relevant concepts and theoretical basis of incentives, and then takes Z Bank X Branch as an example to deeply analyze the motivation problem of employees through research methods such as questionnaire survey method and interview method. Under the guidance of Herzberg's two-factor theory, starting from the two aspects of health care and incentive, the problems in motivation are identified, the causes of the problems are analyzed, and corresponding optimization countermeasures are proposed. The project focused on optimizing the incentive mechanism existing in Z Bank X Branch from multiple levels such as salary and welfare system, interpersonal communication system, performance appraisal system, job promotion system, and enterprise training system, so as to realize the effective development of employee potential and improve the overall performance level of the bank.
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