员工核心自我评价对离职意向的影响研究

员工高离职率是困扰企业发展的问题之一,日益受到管理学领域研究的重视。通过增强员工自身的高阶人格特质,会使个体更好处理工作压力,进而反映到对离职意向产生的影响。通过实证研究,得出以下结论:核心自我评价对离职意向有负向影响,包容性领导对二者之间的负相关系有强化作用。     

酒店员工离职对企业利润影响模型分析

世界经济的发展也带动了我国各行各业的蓬勃发展,近几年来,我国酒店行业发展势头强劲,对酒店服务人员的需求迅速增加,酒店行业的激烈竞争,同时也导致了人力资源市场的竞争空前激烈,在一定程度上影响员工离职率。员工离职对酒店的影响是多方面的,不仅仅影响酒店日常工作能否顺利进行,同时也会影响企业的利润。本文主要围绕员工离职相关概念阐述,酒店员工离职的主要原因,以及员工离职对企业利润的影响三个方面的内容进行阐述。     

武汉市某软件有限公司薪酬满意度对员工离职倾向影响的实证分析

本文对武汉市某软件有限公司员工进行问卷调查,运用SPSS软件进行分析,探索了薪酬满意度对员工离职倾向的影响.结果表明:员工薪酬满意度的四个维度“薪资水平”、“福利”、“加薪”、“薪酬管理”与离职倾向呈显著负相关,并提出了相关建议.     

压力应对方式、心理健康与离职倾向的关系研究——以金融机构员工为例

本文通过实证调查金融机构员工压力应对方式、心理健康等对离职倾向的影响,结果发现:积极的压力应对方式与离职倾向显著负相关,消极的压力应对方式与离职倾向显著正相关,心理健康水平与离职倾向显著负相关。消极的压力应对方式在心理健康与离职倾向之间存在着部分中介效应。文章根据实证分析结果,提出了促进金融机构员工心理健康发展与降低离职倾向的对策建议。     

如何培养员工的忠诚度

如何培养员工较高的忠诚度?看看这些企业各有什么绝招。万科:12条沟通路为了沟通顺畅,万科总经理郁亮说:“员工在万科内部至少有12种沟通方式和渠道可以选择。”调查显示,除了在公司目标、实现目标所需要的步骤上和员工要有清晰的沟通外,对员工最为关心的个人问题如工资、津贴、培训和个人发展也要有好的沟通。平均来讲,在项目相同的情况下,认为公司在具体的人力资源项目方面沟通较好的员工的满意度要比其他人高两倍。南方李锦记:让员工“爽”在南方李锦记营养保健品有限公司,经常会听到“爽”指数这个新鲜词儿。员工根据自己爽不爽打分。“…     

双维度市场导向、创新与绩效——基于高科技企业的视角

学术界虽然已经接受市场导向和创新正向影响企业绩效的观点,但对二元市场导向和创新的组合如何影响企业绩效却未形成一致结论.研究表明:先动型市场导向会提高企业的探索式创新,反应型市场导向会提高企业的利用式创新；探索式创新会促进企业的市场绩效提高,而利用式创新对市场绩效则会产生负向影响；先动型市场导向通过利用式创新和探索式创新提高市场绩效,反应型市场导向则无作用.企业可以根据不同的经营目标,选择具体的创新方式.     

员工离职与企业价值的关系研究

一个健康的组织需要适当的人才流动,但一个企业如果员工的流动过于频繁又可能影响其经营效率,员工离职对企业价值会产生怎么的影响?在不同类型的企业中这一影响是否相同?这些问题在学术研究中并未有确定的结论,为此,本文基于信息技术行业上市公司的数据,探索员工离职与企业价值之间的关系。研究发现,员工离职对企业价值有显著的驱动作用,并且具有持续影响。     

浅谈企业核心员工的管理

每年二三月份,是大多数企业的离职高峰期,"良禽择木而栖,良臣择主而事",这句古训已经被现代职场中人演绎得淋漓尽致.核心员工的去留对企业具有举足轻重的影响,如何有效管理核心员工是许多企业迫切需要解决的问题. 一、企业核心员工的界定 1、核心员工的概念 核心员工一般是指掌握企业核心技术或从事企业核心业务或处在核心岗位的员工,他们具有较高的专业技术、技能或经营管理能力,能够为企业做出重大贡献.一旦核心员工离职,将会对企业的生产经营产生不利影响.     

浅谈员工离职审计的重要性

当今世界,社会经济飞速发展,人员流动是必然的,时企业而言是不可避免的.而员工离职行为给企业带来的诸如未处理好离职工作的具体环节等所引发的风险越采越困扰企业.当然,这种可能发生的风险是可以把控的.本文从风险管理角度出发,分析员工离职行为引发的风险,论述员工离职审计作为一项管理创新,是内部审计增值服务的需要,是规范管理、提升内部管理水平的需要,也是人力资源管理的需要.     

武汉市某软件有限公司薪酬满意度对员工离职倾向影响的实证分析

本文对武汉市某软件有限公司员工进行问卷调查,运用SPSS软件进行分析,探索了薪酬满意度对员工离职倾向的影响。结果表明:员工薪酬满意度的四个维度"薪资水平"、"福利"、"加薪"、"薪酬管理"与离职倾向呈显著负相关,并提出了相关建议。     

关于欠发达地区银行员工满意度与服务竞争力的研究

随着金融体制改革步伐的加快和市场竞争的日趋激烈，银行与银行之间的竞争由银行之间的外部竞争转变为内部竞争，由客户的竞争转变为员工的竞争，员工满意度已成为决定服务竞争力的最关键因素。本文在对员工满意度的内涵、特征、功能、构成以及与服务竞争力的关系进行阐述的基础上，对欠发达地区行员工满意度现状、原因和产生的影响进行分析，并据此提出提升员工满意度的对策建议。     

Employee perceptions of market orientation in the banking industry: A case from a developing country

The importance of this study stems from the desire to measure the market orientation of banks in a developing country such as Ghana, where the concept of market orientation is still a new practice. Specifically, the study was meant to investigate employee perceptions of market orientation and how they differ in relation to employment status within a bank in a developing country. A slightly modified questionnaire based on Kohli, Jaworski and Kumar's market orientation scale (MARKOR) was used. The outcome of the study reveals that the MARKOR scale provides a good measure of market orientation in the Ghanaian banking environment. Although the general perception of market orientation is somewhat moderate, the findings further reveal that the management of the bank has a higher perception of market orientation than employees. Some recommendations have been provided for Ghanaian banks and their counterparts in other developing countries on the need for them to be market oriented.     

The Effects of Senior Internal Auditor Behaviour on Staff Performance and Satisfaction

The increasing importance of the internal audit function in the USA is evidenced by the attention focused on this function by professional standard setting bodies (Institute of Internal Auditors, 1989; American Institute of Certified Public Accountants, 1991) and an investigatory commission (National Commission on Fraudulent Financial Reporting, 1987). Previous research in both accounting (Jiambalvo and Pratt, 1982; Pratt and Jiambalvo, 1981) and organisational behaviour (see Yukl, 1989 for a review) has identified specific leader behaviours that result in improved performance and satisfaction. Using a recently developed taxonomy unavailable at the time these previous studies were conducted, this study explores the effect of leader (senior internal auditor) behaviours on subunit (internal audit team) performance and subordinate (internal audit staff) satisfaction. The results of this study indicate that audit efficiency is influenced by both task behaviours (e.g. administering discipline) and relationship oriented behaviours (e.g., facilitating cooperation and teamwork and providing praise and recognition); in contrast, audit effectiveness is influenced primarily by task-oriented behaviour. Staff satisfaction is influenced by both types of behaviour. These associations have implications for the training of internal auditors and assignment of internal auditors to projects. Also, increases in staff satisfaction should result in lower turnover, providing a cost saving to the organisation through reduced training, staffing and recruiting costs.     

The role of inclusive work environment practices in promoting LGBT employee job satisfaction and commitment

ABSTRACT

One of the most enduring issues facing public administration and public policy is discrimination against and exclusion of lesbian, gay, bisexual, and transgender (LGBT) employees in the public workplace. Research on how inclusion management influences LGBT public servants’ work outcomes is limited. The US Office of Personnel Management (OPM) synthesized a construct of integrated inclusive work environment consisting of five practices thought to be important for public employee work outcomes. Social exchange theory is used in this paper to theorize about the effects of these different inclusive work environment practices on LGBT employee job satisfaction and organizational (affective) commitment. An inclusive work environment approach was found to have a positive effect on LGBT employee job satisfaction and affective commitment in federal government staff in the USA. However, individual inclusive work environment practices varied in their effects on LGBT employee job satisfaction and affective commitment.     

The impact of flexible benefits plans on job satisfaction, organizational commitment and turnover intentions

This study assesses the dimensionality of employee attitudes toward flexible benefits plans and the impact of these plans on measures of job satisfaction, commitment and turnover intent. The study points to the need for more work on the measurement of employee attitudes toward flexible benefits and on the nomological framework of flexible benefits as a construct in compensation research.     

内部营销、员工满意、服务质量与顾客满意关系研究

为了确定内部营销、员工满意、服务质量和顾客满意之间的因果关系,本文在文献研究的基础上构建了内部营销—员工满意—服务质量—顾客满意关系模型,并以35家商业银行的员工和顾客为实证样本,采用因子分析、结构方程模型检验了模型的假设关系。研究发现:内部营销不能直接影响顾客满意,但可以通过员工满意和服务质量而间接影响顾客满意;员工满意不但直接影响顾客满意,并通过服务质量间接影响顾客满意;服务质量既直接影响顾客满意,也是内部营销和员工满意发挥作用的中间环节。     

Supermarket branch banks and traditional banks: An evaluation of differences in employees' attitudes regarding product offerings,job satisfaction and turnover

Traditionally, banking was an activity conducted primarily in an environment in which employees were housed in a central location. In this environment, the bank culture was relatively stable and well-known to customers and employees alike. Further, both the public and the market knew the bank's financial service offerings. The advent of the supermarket branch bank has created challenges for both employees and managers. Many employees are no longer under the direct supervision of bank management. The culture of the branch bank may be vague, and with this change in culture and in supervision, problems with consistency and quality of banking services may exist. Additionally, banks may experience challenges in terms of job satisfaction, turnover and perceptions of product offerings at the supermarket branch bank and at the traditional brick-and-mortar bank. This research evaluates these environmental changes in terms of their impact on the employees' perceptions of customer attitudes regarding branch and brick-and-mortar bank offerings. This research also assesses the employees' perceptions of job satisfaction and turnover at branch versus traditional banks.     

Forging relationships with services: The antecedents that have an impact on behavioural outcomes in the life insurance industry

The extent to which service quality is linked to satisfaction, value and behavioural outcomes continues to be debated in the literature. This research investigated two models involving the linkages between service quality, satisfaction, perceived value, repurchase intention and willingness to recommend to others. The life insurance industry was chosen as the industry for investigation since it is virtually a pure service with little tangibility and high credence properties. Data were collected in Singapore in response to concerns about broadening understanding of these variables cross-culturally. Results of path analysis indicate that service quality has an indirect relationship with behavioural outcome measures via satisfaction and value. The study found that satisfaction was positively associated with customers' re-purchase intentions but its relationship with customers' willingness to recommend to others was relatively weak. This finding has important marketing implications as word-of-mouth has previously been found to have significant influence on customers' purchase decisions.