【作者】 万景霞；

【导师】 李志；

【作者基本信息】 重庆大学 ， 行政管理， 2008， 硕士

【摘要】 员工的责任感对组织的发展至关重要,随着中国加入WTO,国外企业的逐步进入和国内企业的发展壮大,员工强烈的责任感已经成为组织人才竞争的一种优势。事业单位的形成与发展,具有一定的历史必然性和现实合理性,是与传统的计划经济体制相适应的,也为推动中国各项事业的发展发挥过重要的积极作用,尤其是在改善人民的生活水平和精神面貌方面取得了举世公认的巨大成就。但与此同时,随着社会主义市场经济体制的深入以及公共服务市场化浪潮的推动,事业单位员工缺乏责任感、人浮于事的问题逐渐暴露出来,造成工作效率和服务水平低下,严重束缚了事业单位的发展、知识的创新和科技成果的转化。本论文在借鉴国内外员工责任感相关研究理论的基础上,结合我国事业单位的背景,对事业单位员工责任感现状、工作满意度现状、离职倾向及它们之间的相关关系进行了研究。并结合事业单位员工责任感影响因素提出了相应的对策措施,得出了以下结论:①事业单位员工责任感可由6个维度来构建,分别为尽职尽责、勇于承担、诚实自律、积极主动、勤奋进取、奉献精神。②不同性质单位、性别、年龄、学历、职业、职位、工龄的员工在责任感部分维度上存在显著性差异。③事业单位员工工作满意度可由4个维度来构建,分别为管理体制、工作性质、人际关系、工作回报。④不同性质单位、性别、年龄、学历、职业、职位、工龄的员工在工作满意度部分维度上存在显著性差异。⑤不同性质单位员工的离职倾向存在显著性差异。⑥调查结果显示,员工责任感与离职倾向之间存在极其显著的相关,责任感对离职倾向有预测作用。回归方程为:离职倾向=3.449-0.391*尽职尽责-0.359*奉献精神+0.694*勤奋进取⑦工作满意度各维度与尽职尽责、诚实自律、勇于承担、积极主动、勤奋进取及奉献精神均存在显著相关,工作满意度对责任感有预测作用。标准化回归方程模式:责任感=2.688-0.108*管理体制+0.145*工作性质+0.213*人际关系⑧本文从影响因素的五个方面出发:制度层面、工作内容、个体因素、环境因素、激励因素,并结合前面的研究结果提出了事业单位培养和提高员工责任感的对策措施。更多还原

【Abstract】 Staff’s responsibility is very important to the organization development,With China being the member of WTO, Enterprises’Abroad are gradually beginning to entering and China’s Enterprises are growing, Staff’s strong responsibility has become one of advantages of talent competition. The formation and development of Institution has certain historical necessity and realistic rationality, it is suitable for traditional planned economic system. It has played a critical role in pushing overall Chinese undertakings forward, especially in the aspect of the people’s living standard and mental outlook has gained great achievements. But meanwhile, with the development of socialist Market Economy System and the propulsion of mercerization of public service, the management system and operation mechanism of institution exposed many in adaptation Market Economy contradictions and problems, the development of institution, innovation in knowledge and scientific achievement transformation is tied up by the deficiency of Staff’s responsibility, overstaffed, low efficiency.Based on study of overseas and domestic related theories of staff’s responsibility and combining with the institution background, this paper studied on the staff’s responsibility status, job satisfaction status, turnover intention and the relationship of them. Combined with the influencing factors institution staff’s responsibility, the relevant countermeasures are proposed, Conclusions are drawn as follows:①The staff’s responsibility of institution was constructed by 6 dimensions, which included due diligence, brave undertaking, honest and self-discipline, positive and active, diligence and initiative, spirit of devotion②The staff’s responsibility of different enterprise, gender, age, education background, sex , age, education background, profession, position, working age.have significant difference on some dimensions.③The job satisfaction of institution staff was constructed by 4 dimensions, which included management system, working nature, interpersonal relationship, working rewards.④The staff’s job satisfaction dimensions of different nature of enterprise, sex, age, education background, profession, position, working age. have significant difference on some dimensions⑤The difference between turnover intentions of staff with different properties ⑥The investigation result showed that the Staff’s responsibility and turnover intention exists an obvious correlation, and Staff’s responsibility had predictive effect to turnover intention. The regression equation is: turnover intention=3.449-0.391* due diligence-0.359* spirit of devotion+0.694* diligence and initiative.⑦The job satisfaction dimension exists an obvious correlation with due diligence, honesty and self-discipline, brave undertaking, positive and active, diligence and initiative, spirit of devotion, job satisfaction dimension had predictive effect to responsibility. The regression equation is: responsibility =2.688-0.108* management system +0.145* working nature +0.213* interpersonal relationship.⑧This paper presents the countermeasures of training and improving staff’s responsibility based on institutional level, individual level, motivation factor, working nature level five aspects of influencing factors.更多还原