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论文编号：	7965
作者编号：	2120132540
上传时间：	2015/12/9 10:24:50
中文题目：	企业员工诚信现状调查及对策研究——基于天津四家企业调研的分析
英文题目：	Investigation and countermeasure research on the present situation of enterprise employees credit——Analysis based on the research of four enterprises in Tianjin
指导老师：	杨斌
中文关键字：	企业诚信；员工诚信；诚信管理；失信
英文关键字：	Enterprise''s sincerity；Staff integrity；Sincere management；Break faith
中文摘要：	近年在全球范围内，各国处于经济社会转型期普遍面临信用重建问题。而我国作为发展中国家，大量存在的信用缺失问题已经对社会经济和人民生活造成巨大经济损失和精神损失，这大大增加了社会经济运转各环节的成本，大幅度降低了全社会的经济效率，严重阻碍了社会主义市场经济的健康发展，已经上升至诚信危机的层面。企业在社会大生产中作为基本经济组织，其表现出的诚信水平直接决定着全社会的诚信水平。企业诚信是社会诚信的基础，而企业诚信的基础正是员工个体所体现出的诚信，试想一下，一个企业如果缺少了员工在本职岗位的诚信投入，那么是否企业所承诺的产品质量和服务水平就将成为一纸空文。而员工在工作中所表现的诚信是社会整体诚信体系的一个重要环节。理论上讲，个人诚信表现在人与人之间的诚信，人对组织的诚信，人对社会的诚信。本文所重点研究的即为人对组织的诚信，本文演示了员工个体与其所在岗位和工作之间的关系。另外，员工个体作为企业的一员，在各自本职工作中体现的诚信是企业诚信风气得以发扬的根基和保障，员工诚信管理是企业管理、人力资源管理中的一项极为重要的工作内容。因此，由小及大，加强员工诚信水平的提高，进而加强企业诚信体系的研究与建设，对构建我国社会诚信体系尤为重要。本文意在在失信现象日益严重的今天，重新唤起人们对诚实信用的关注，提高员工个体的诚信，实现企业整体诚信的提高，全社会各个角度诚信度的全面提高。并引起国内学术界的关注和争鸣，以期将该问题的研究引向深入。本文运用文献资料法、问卷调查法、逻辑分析法、访问调查法、面谈观察法等方法展开研究。首先，对员工失信案例进行分析比较，发现员工失信对企业造成的重大经济利益损失和负面影响。呼吁全社会提高对诚信话题，企业对员工诚信管理的重视程度，界定本文的研究范围、研究目的。通过对现有诚信的概念的深入分析，从诚信的经济学视角、社会心理学视角、社会学视角对诚信的定义、失信的定义，对诚信分别在经济生活层面，在心理层面、社会文化领域的产生背景、因变量、影响因素、三种视角的片面之处和未来改进方向，三种理论之间的横向比较的异同点。结合调查问卷的设计原则，以及本文做调查的目的，以三个视角为理论依托，展开调查问卷的设计。问卷题目包含六大主题，每个主题设立三个题目：企业员工周边人群的诚信状况，员工对公司诚信管理机制中奖罚机制的看法，员工对社会主流行为是否诚信的看法，受试员工的人性观，受测者在职场环境中所体现的面子观，受测者在职场环境中所体现的胆量。问卷收回后，利用EXCEL分析、统计学分析、概率论理论排除部分非影响性因素，并最终确定影响员工诚信的水平员工个人因素、企业因素，找到员工素质提高的根本影响因素及提高途径。通过对中国与其他发达国家信用制度建立之间存在的距离，进行比较分析，寻求社会层面大面积诚信缺失的症结所在，找到社会大环境中影响诚信水平高低的主导性原因。从而构建出因社会因素、企业因素、员工个人因素在经济学、社会心理学、社会学角度多元因素共同影响下的个体对组织的诚信水平的“影响员工诚信水平的因素分析”鱼骨图。总结出在影响诚信水平的社会因素为：法制健全程度，社会风气和教化，传统文化和根基，社会治安状况，各种舆论导向，整体经济发展状况；影响诚信水平的企业因素为：诚信制度的完善程度，生产经营理念，企业文化，培训和教育机制，薪酬与考核的公平性，员工整体素质和学历；影响诚信水平的员工个人因素为：专业化和职业化水平，固有价值观和世界观，人生阅历和工作经验，所受教育程度，职业道德和操守，自律能力、胆量和谨慎程度，同事、亲朋好友的经理及其产生影响，固有面子观、人性观和道德观。结合人力资源管理，组织行为学，战略管理相关理论知识，本文构建出企业人力资源管理中的诚信管理模式。为企业提高诚信水平找到实际可操作的人力资源管理途径，提出有针对性，完整的企业诚信管理模式。从相关制度与体系的完善,即企业的诚信准则的确立，诚信经营的理念树立，以诚信为主导的企业文化的逐步孕育，诚信宣言的提出，以及为员工在岗位中诚信缺失与过失行为的界定来营造企业这个小社会的整体诚信氛围，为人力资源管理工作奠定良好的舆论导向、规章制度环境。而后开展的人力资源管理环节的诚信管理，即在人力资源管理的招募、选拔环节中，首先淘汰求职者的职业道德考核、诚信考核不合格或成绩较低者，改变以往对学历、工作经历、能力占优而诚信缺失的求职者脱颖而出的现状。评估环节，在对员工的日常管理中，由人力资源部指定专员准确记载员工的诚信档案，失信的工作记录，诚信的关键事件，奖惩严明。晋升环节，关注岗位诚信宣言的执行情况，诚信缺失和守信的关键事件，人行失信记载，360度考评结果等全方位因素。而避免仅凭业绩，工作绩效，考勤等片面因素忽略员工诚信水平。培训环节中，完善整套员工培训体系，从入厂培训开始，将企业文化教育，诚信教育，职业道德教育，职业纪律教育，相关法律法规教育设定为常规教育，加强对新入职员工的规范化教育力度。而后，逐渐加入德育教育，综合素质类教育，在职深造等以提升员工全面素质能力的培训，以人为本的来构建起员工诚信道德建设体系。在人力资源管理的核心部分——薪酬和绩效考核环节，建立起履职考核、绩效考核和诚信考核三大板块相结合的季度考核体系。将绩效考核和诚信考核实行加分制和扣分制，设立诚信度水平得分，诚信度薪酬挂钩系数，将员工个人薪酬的计算同绩效考核办法的计算结果乘以对应的诚信度薪酬挂钩系数。对不同诚信度水平得分分为三个等级，员工薪酬严格按照此标准发放，做到公开公平公正。并将未来晋升，评选职称，工资等级升降等关键事件与此挂钩。从而使企业诚信管理体现在人力资源管理的每一处细节，成为常态化管理。
英文摘要：	In recent years, countries in the economic and social transition period are generally faced with the problem of credit reconstruction. As a developing country, China has already caused huge economic losses and spiritual losses to the social economy and people's life. This greatly increases the cost of social and economic operation, and greatly reduces the economic efficiency of the whole society. Seriously hindered the healthy development of the socialist market economy .In the social production of enterprises as the basic economic organization, the level of integrity of its performance directly determines the integrity of the whole society. Enterprise credit is the basis of social credit and enterprise credit based is individual employees reflects the integrity, imagine, an enterprise without put employees in the integrity of their own posts, then whether corporate commitment to product quality and service level will become a mere scrap of paper. And the integrity of the staff in the work is an important part of the social integrity system. In theory, the personal integrity of the performance of people in good faith, the integrity of the organization, people of the integrity of the community.. This paper focuses on the integrity of the organization, this paper demonstrates the relationship between the individual and his job and job. In addition, as a member of the enterprise, the integrity of the enterprise is the foundation and guarantee of the integrity of the enterprise, and the integrity management is a very important content of the enterprise management and human resource management. Therefore, by the small and large, to strengthen the integrity of the staff, and strengthen the integrity of the enterprise system of research and construction, the construction of China's social integrity system is particularly important. This article is intended to improve the integrity of the whole society in all aspects of the integrity of the whole society. And by domestic academic attention and debate, in order to study this problem deeply to. In this paper, we use the method of literature, questionnaire, logical analysis, interview survey method, interview method and so on. First of all, to analyze the case of employee dishonesty, and found that the loss of the important economic interests of the enterprise and the negative impact of the staff. Calls for the whole society to improve the integrity of the topic, the enterprise to the staff integrity management of the importance of the research, define the scope of this paper, research purposes. Through the in-depth analysis of the existing credit, from the perspective of economics, social psychology, social psychology, social psychology, the definition of integrity, the integrity of the integrity in the economic life level, in the psychological level, social and cultural areas of the background, because of variable quantity, influence factors, three kinds of perspectives and future directions, the horizontal comparison between the three theories. Based on the design principle of the questionnaire and the purpose of the investigation, the paper takes three perspectives as the theoretical basis and the design of the questionnaire. The questionnaire includes six main themes, each theme is set up three topics: the integrity of the staff of the enterprise staff, the company's integrity management mechanism, the views of employees on the social mainstream behavior is honest, the human nature of the test, the measured person in the workplace environment, reflected in the courage. After the questionnaire, the use of EXCEL analysis, statistical analysis, probability theory, the exclusion of non-impact factors, and ultimately determine the level of employee integrity of the level of employee personal factors, enterprise factors, to find the fundamental factors affecting the quality of staff and improve the way. Through the comparison and analysis of the distance between China and other developed countries in the credit system, to find the crux of the problem of the large area of the social level, to find the main reason of the social environment. In order to build because of social factors and enterprise factors, individual factors of employees in economics, social psychology, social science perspective of multiple factors influence the individual to the organization's level of integrity "factors influence the level of employee integrity analysis" fishbone diagram. It concludes that the social factors are: legal system, social atmosphere and education, social security, social security, overall economic development, corporate culture, training and education, the level of professional ethics, professional ethics, professional ethics, professional ethics, professional ethics, professional ethics, family and moral values, and the quality of life and work experience, the quality of life and work experience. Combined with the theory of human resource management, organizational behavior, strategic management, this paper constructs the integrity management mode of enterprise human resource management. For the enterprise to improve the integrity level to find the actual operational human resources management approach, and put forward a targeted, complete corporate integrity management model. From the perfection of related system, namely, the criteria of the integrity of the enterprise to establish, integrity of the business philosophy to establish, in good faith for the leading enterprise culture gradually nurture, declaration of integrity is proposed, and for employees in definition of post honesty and negligent act to create the overall atmosphere of the enterprise in this small community integrity, for human resources management lay good public opinion and the regulatory environment. Then carry out the integrity management of human resources management, that is, the recruitment and selection of human resources management, the first to eliminate the job seekers of professional ethics assessment, integrity assessment is not qualified or low performance, change the past to the degree, work experience, ability and honesty, the lack of candidates stand out. Link to evaluate, in the daily management of employees, by the human resources department designated specialist accurate records of employees on the integrity of the file, breaking the record of the work, integrity of the key events, strict reward and punishment. Promotion link, pay attention to the implementation of the post declaration of integrity, honesty and trustworthiness of the key events, people's line of credit records, 360 degree evaluation results and other factors. To avoid the performance of the performance, the performance of the work, and other factors, such as the neglect of the integrity of the level of staff. In the training process, the training system of the whole set is improved, and the enterprise culture education, honesty education, professional ethics education, vocational discipline education, and relevant laws and regulations are set up for general education, and strengthen the standardization of new recruits. Then, gradually join the moral education, comprehensive quality education, in-service education, etc., to improve the overall quality of the staff training, people-oriented to build up the integrity of the staff of the moral construction system. , the combination of three sections: the resumption and appraisal, performance evaluation and assessment of the integrity of quarterly assessment system is established in the core part of the human resource management, salary and performance evaluation process. The performance and integrity assessment implementation of points and the points system, set up the level of integrity scores, integrity is tied to compensation coefficient, calculation of individual employee performance appraisal methods with calculated results by multiplying the corresponding integrity is tied to compensation coefficient. The level of different credit score is divided into three levels, staff salaries in strict accordance with this standard, so open and fair. And future promotion, selection of titles, wages and other key events and other key events linked to this. So as to make the enterprise credit management embodies in the human resources management of every detail, become the normal management.
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