福利满意度对快递业一线员工组织承诺的影响研究

发布时间：2018-04-03 18:50

本文选题：员工福利　切入点：福利满意度　出处：《西南大学》2017年硕士论文

【摘要】：庇古的福利经济学开创以来,学者对福利的研究逐步深入,学者认为,福利本身的主观价值,如实质性福利奖励通常没有客观价值重要,客观价值就是福利的符号价值,即如果员工享受企业福利,利用福利改善了工作和生活条件的同时,更重要的是感知到企业对其的关怀,从而将福利看作企业对自身的重视与尊重,福利就会充当员工的一种价值符号,这种符号的价值越高,员工就会对企业更加有归属感、认同感,对企业更加忠诚。因此,福利在企业的员工激励计划中通常占据重要位置。福利作为薪酬体系的三大支柱之一,为员工提供心理保障,激发员工的工作积极性并提高员工对企业的忠诚度,成为企业管理者的新式武器,其社会价值、经济价值正日益凸显。近年来快递行业飞速发展,成为中国经济的一匹黑马,越来越多的年轻人加入快递这个行业。然而,飞速发展的背后也有不容忽视的隐患,有专家指出,电商物流的从业人群已形成三大沉疾:人口红利逐渐消失、人员流失严重和人才缺乏。新闻频繁报道快递公司拖欠员工工资、不签正规合同、不提供五险一金等消息,圆通加盟站点停摆的事件不断发酵,京东创始人兼CEO刘强东发表了“以克扣配送员和卖家从业人员的福利带来的快递业、电商表面“繁荣”该停止了”的相关微博等,都揭示了快递业一线员工的基本福利得不到保障,是员工缺乏归属感和安全感,导致员工流动性大的重要因素,影响快递企业持续稳定发展。在此背景下,文章以快递业一线员工为研究对象,主要开展了以下研究:(1)梳理员工福利满意度和组织承诺的相关理论,分析现有研究的不足,奠定文章的理论基础;(2)解析福利满意度对组织承诺影响的作用机理,分析福利满意度与组织承诺总体与分维度的关系,提出假设并构建理论模型;(3)使用SPSS22.0和Amos21.0软件对调查数据进行因子分析、信度效度分析、独立样本检验、单因素方差分析、结构方程模型等,对本文构建的理论模型和提出的研究假设进行实证研究,验证福利满意度与组织承诺二者的关系。通过分析与检验,文章得到如下结论:(1)福利满意度对组织承诺有显著的正向影响;(2)福利满意度各维度对组织承诺影响的显著程度不同,按显著程度大小排序为福利费用、福利信息、福利质量和福利类别;(3)福利满意度对组织分维度的影响显著程度不同,按大小排序依次为情感承诺、持续承诺、规范承诺;(4)福利满意度分维度对组织承诺分维度的影响程度不同,其中,福利费用对规范承诺没有显著的正向影响,福利类别对持续承诺、规范承诺没有显著的正向影响,福利信息对规范承诺没有显著的正向影响。对情感承诺影响最大的是福利费用,对持续承诺和规范承诺影响最大的是福利质量,福利类别和福利信息对情感承诺影响最大;(5)福利满意度和组织承诺在性别、工龄、学历、用工形式上有显著差异,在年龄、婚姻、岗位、收入上无显著差异。依据实证研究结果,本文对快递企业加大对福利的重视程度,以及合理设置福利提出了一些建议,期望能够提供一定的借鉴作用。
[Abstract]:Since the start of Pigou's welfare economics, research on the development of welfare, scholars believe that the subjective value of welfare itself, such as substantial benefits usually have an important objective value, symbolic value is the objective value of welfare, if employees enjoy corporate welfare, the welfare improving working and living conditions at the same time, more important is aware of the concern and respect for their own, which will be paid as welfare enterprises, welfare will act as a symbol of value of employees, the symbol value is higher, the employees will have more sense of belonging to the enterprise identity, more loyal to the enterprise. Therefore, welfare usually occupies an important position in the enterprise the employee incentive plan. As one of the three pillars of the welfare compensation system, to provide psychological care for employees, motivate staff and improve employee loyalty to the enterprise Loyalty and become a new weapon of enterprise managers, its social value, economic value is increasingly prominent. In recent years the rapid development of express industry, become the Chinese economy a dark horse, more and more young people to join the courier industry. However, there is also the rapid development of the risks can not be ignored, some experts pointed out that employees in the electricity supplier logistics has formed three major heavy disease: gradual disappearance of the demographic dividend, the lack of a serious loss of personnel and personnel. The news frequently reported the courier company owed wages, do not sign a formal contract, does not provide five social insurance and one housing fund and other news, Yuantong joining the site shut down the event continues to ferment, Jingdong founder and CEO Liu Qiangdong published in "buckle delivery staff and sellers employee benefits express industry, surface" prosperity "stopped" the electricity supplier micro-blog, reveal the basic welfare of front-line employees to express industry The staff is not guaranteed, the lack of a sense of belonging and a sense of security, an important factor leading to the mobility of employees, sustained and stable development of influence of express delivery enterprises. Under this background, the article to express industry employees as the research object, mainly carried out the following research: (1) the related theories of employee benefits satisfaction and organizational commitment, analysis the deficiency of the existing research lays the theoretical foundation for the paper; (2) analysis of welfare satisfaction mechanism on influence of organizational commitment, analysis the relationship between welfare satisfaction and organizational commitment and overall dimensions, put forward the hypothesis and build the theoretical model; (3) the factor analysis of the survey data using SPSS22.0 and Amos21.0 software, reliability and validity analysis, independent sample test, ANOVA, structural equation model, the empirical research on the theoretical model and put forward the research hypothesis, verify the benefit satisfaction and organizational commitment The relationship between the two Nobel. Through analysis and test, this paper gets the following conclusions: (1) the welfare satisfaction has a significant positive effect on organizational commitment; (2) the dimensions of welfare satisfaction degree on organizational commitment of different size according to a significant degree of sorting for welfare costs, benefits, welfare and welfare quality categories; (3) the welfare satisfaction influence of different organizational dimensions according to the size of the order, affective commitment, continuance commitment, normative commitment; (4) the welfare satisfaction dimensions of organizational commitment influence of different dimensions, the welfare costs are not a significant positive influence on normative commitment, continuous commitment to welfare category, normative commitment has no significant influence on welfare, information has no significant influence on normative commitment. Commitment is the biggest impact on the emotional impact on the welfare costs, continuous commitment and normative commitment the most The quality of welfare and welfare, welfare category information promises the greatest impact on the emotion; (5) the welfare satisfaction and organizational commitment in gender, seniority, education, there are significant differences in age, employment, marriage, job, no significant differences in income. According to the results of empirical research, this paper pay attention to the express enterprise on welfare, and a reasonable set of benefits and put forward some suggestions, hoping to provide some reference.

【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F259.23

【参考文献】