提高中国商业银行员工幸福感和员工满意度+问卷 [2]
论文作者:www.51lunwen.org论文属性:硕士毕业论文 thesis登出时间:2016-02-13编辑:anne点击率:11853
论文字数:12403论文编号:org201602121609085822语种:英语 English地区:英国价格:$ 132
关键词:员工福利满意度中国的商业银行
摘要:本论文希望在定性和定量分析的方法,探讨影响员工满意度的因素,并对如何进行改进提出建议。
. Bank of China’s Deputy Governor Sun Changji has revealedthatall the banks of China, in nearly three years,there will beareup to 4403 employees resigned, among which, 62.4% of the outstanding talents will beare lured to foreign banks and other financial institutions. According to the People's Bank of China statistics, from 2013 to 2014, in four state-owned commercial banks, 4.13 Million people have resigned. Most of the talents which selected to resign have high language level, good customer relations and are familiar with financial policy. If Chinese government does not take a major state-owned commercial bank reform, within five years, about 25% of the current talents of state-owned commercial banks will loss. Due to historical reasons, domestic banks’ human resource management has lagged behind. In addition,most of the human resourcemanagement staff does not really understand the psychological and social needs of employees (Ralston& Brady,1994). Most of the staff isunderhigh pressure, low happiness and satisfaction. On the contrary, foreign banks' long history of rich management experienceenablesthestaff systematic training with high salaries, and development space for senior personnel who hassenior personnel,who havegreat appeal. To attract and retain qualified personnel and fully tap the wisdom and potential employees to make more contributions to employees for enterprises, it is necessary to improve employee well-being and satisfaction, to enhance employee corporate identity and belonging (Maruping&Magni, 2015).
Commercial banks are special companies, which are operating businesses as money. Their positions in a country's economic development are very important and are one of the social and economic hubs of the entire industryoperation. As China's economic development, the size of the bank employees will be gradually expanded. To research bank employee’s well-being and satisfaction management, has crucial importance to the development of banks (CHAN &McALLISTER, 2014). Moreover, banking is a service industry.Forthe service sector, the most important is customer happiness and satisfaction. To meet customers’needs so that to improve customer satisfaction is thekey theory of increasing a company’s status in the service industry,which isrespected and widely used. Philippines Kotler also pointed out that the customer happiness and satisfaction is not castles in the air.It needs to provide customers with customer value, support for products, services and other goods. Total customer value, including product value, service value, personnel value and image value andproduct price, time, cost, physical and energy consumption, which all have close ties with employees and enterprises (Parrish&PeConga, 2015). Somerset and Sussexheck Schlesinger in theService Profit Chain made such astatementthat by improving the internal service quality to improve employee well-being and satisfaction, to improve external customer happiness and satisfaction, ultimately,it will bring amore profitable business (Jiang, et al, 2015). When they turned to happiness and satisfaction of employees, they will find the entire organization, employee happiness and satisfaction management and customer satisfaction management areisas important or even more important asmanage content (FAST & BARTEL, 2014).Employee happiness and satisfaction directly affect the behavior of employees, and also affect the happiness and satisfaction of customer and share
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