摘要
采用封闭式问卷对广东省建筑行业的工作人员进行了随机抽样调查,然后用SPSS16.0对调查数据进行分析。研究发现:广东省建筑行业的员工对企业人力资源管理实践的各项评价和员工忠诚度有显著的正相关关系,人力资源实践对员工的忠诚度有重要影响;但高满意度并不一定带来高忠诚度,与员工需求层次有关,目前员工总体上还处于低层次的被动忠诚水平,物质激励需求处于主导地位,薪酬和福利是影响忠诚度的两个最重要因素;不同学历、职位层级、工龄的员工忠诚度存在不同程度的差异。
In this paper, closed questionnaires were adopted to investigate the employee of construction industry in Guangzhou province by stochastic sampling. SPSS16.0 was used to analyze the survey data. The research resulted that： the evaluation of corporate human resources management practice of the construction industry employees had positive correlation with employee loyalty. Human resources practice has significant influence in employee loyalty. But high satisfaction doesn＇t mean high loyalty; it is related to employee＇s hierarchy of needs. At present, the whole staff is still in the low level of passive loyalty： material incentive plays a dominant role. Compensation arid benefits are the most important influencing factors in loyalty. The loyalty of employee with different education background, different job level, and different length of service has varying degrees of diversity.
出处
《科学管理研究》
CSSCI
北大核心
2009年第3期100-104,共5页
Scientific Management Research
关键词
员工忠诚度
人力资源管理
心理契约
建筑行业
employee loyalty, human resources management, psychological contract, construction industry
