【作者】 李旭；

【导师】 康廷虎；

【作者基本信息】 西北师范大学 ， 应用心理学， 2016， 硕士

【副题名】来自两岸员工的比较与分析

【摘要】 自20世纪80年代大陆改革开放以来,两岸经贸合作逐渐发展起来。经济快速发展,大陆巨大的市场以及资源优势为两岸企业合作提供了有利条件,台湾企业家到大陆设厂投资已成为趋势。虽然说台湾企业比外商企业进入大陆市场要有优势,但是由于大陆与台湾在环境、制度、企业组织上有所差异,使得台湾管理者不能很好地执行人力资源管理,造成企业内部员工流失严重。因此,本文通过比较和分析两岸企业中,员工的人-组织匹配、工作压力与工作满意度的影响关系,以期能为两岸企业如何提升员工满意度,充分发挥人的潜力,提高生活质量和企业生产效率提出实际的管理意见;并希望为台湾企业如何更好的适应大陆环境开展企业管理提出建议。本研究采用问卷调查法,以大陆与台湾各行业的419名企业员工作为研究对象,运用描述性统计、独立样本T检验、相关分析和路径分析等分析方法。得出以下主要研究结果:(1)两岸员工在“价值观匹配”、“工作压力指数”、“环境薪酬满足”维度上存在差异。其中台湾员工在“价值观匹配”上要显著高于大陆员工。(2)两岸员工“人-组织匹配”、“工作压力”与“工作满意度”变量之间存在如下关系:总体而言,员工人-组织匹配水平越高,工作压力越小,工作满意度越高。但是,台湾员工人-组织匹配程度对于工作压力的影响是不显著的。(3)两岸男性员工人-组织匹配水平越高,工作压力不一定越小;大陆女性员工工作压力越大,工作满意度不一定越低。根据研究结果显示,不论是大陆员工还是台湾员工,工作满意度都与人-组织匹配和工作压力有着显著相关。其中人-组织匹配对工作满意度有显著正向影响,工作压力对工作满意度有显著负向影响。企业如果想提升员工的工作满意度,就应该重视员工的价值需求,营造支持性的企业文化,充分尊重并尽力满足不同层次员工的精神与物质需求,员工的积极性和创造性就会被调动起来,促进企业的发展。另外,研究结果显示出男女员工压力来源不同,女性更加偏向于组织方面并且工作压力感受较男性高,企业应该帮助女性员工缓解这部分压力,给予女性员工一定的心理支持。更多还原

【Abstract】 Since the reform and opening-up lolicy of the 1980’s, cross-strait economic cooperation have gradually developed. With the mainland economy high speed development, for cross-strait cooperation laid a solid economic foundation; Personnel exchanges across the straits increasingly close, understand the growing, laid the emotional foundation for cross-strait cooperation, entrepreneurs’ investment in Mainland. Although Taiwan companies have advantages than foreign enterprises to enter the Mainland market, but due to the Mainland and Taiwan in the political and economic system, social welfare, enterprise organizational differences, and make Taiwan entrepreneurs encounter difficulty when enterprise human resources management is performed.Therefore, in this paper, the purpose is to discuss and compare on the 419 cross-straits’ enterprises employees, the effect of job stress and job satisfaction relationship, for the enterprise how to improve employee satisfactionl, improve their quality of life and enterprise production efficiency of actual management opinions; And want to be the fittest therefore promote entrepreneurs in the effectiveness of human resource management on both sides. For Taiwan enterprises how to better adapt to the mainland culture to carry out enterprise management Suggestions.This study in the Cross-Straits’ enterprises employees as the research object, the following main research conclusions:(1)The Cross-Straits’ enterprises employees in the "values match", "job stress index", "pay satisfaction " dimensions. Employees in Taiwan on "values match" are significantly higher than that of mainland employees.(2)The Cross-Straits’ enterprises employees, the following relationship between job stress and job satisfaction variables are: in general, employees-groups of matching degree is higher, the smaller the pressure of work, the higher the job satisfaction. However, Taiwan staff person-organization matching degree to the influence of working pressure is not significant.(3)Male employees person-organization fit degree is higher, the smaller the working pressure is not necessarily; Mainland female staff the greater working pressure, the lower job satisfaction does not necessarily.According to the research show that both of employees, job satisfaction, person-organization fit and job stress has significant correlation.Person-organization has a significant positive effect on job satisfaction, job stress has a significant negative effect on job satisfaction. If enterprise want to improve employees’ job satisfaction, should pay attention to the value of employees needs, create a supportive corporate culture, fully respect and try our best to meet the demand of employees in different levels of spirit and matter, the enthusiasm and creativity of employees, promote the development of enterprises.更多还原