城市商业银行青年员工的主人翁品质培育研究 - 以包商银行为例

Study on the cultivation of young people of the City Commercial Bank -- Taking the case of the commercial bank

摘要:(摘要内容经过系统自动伪原创处理以避免复制,下载原文正常,内容请直接查看目录。)

“主人翁是新中国成立早期在中国年夜陆较为隆盛的一个词语,与此同时,与“主人翁”相干的“主人翁精力”、“主人翁品德”成为那时国度机关、企事业单元和个人组织的年夜会和消息序言上常常涌现的词语。但是,跟着市场经济的实施和改造开放的深刻,我国的失业方法、组织构造和价值导向产生着伟大的变更,随之,“主人翁”及其相干的品德和精力逐步淡出了人们的视野。因为受市场经济体系体例下追名逐利思惟的影响,社会上一些人的主人翁认识淡漠,对所从事职业缺乏认同感、归属感,怀着“身在曹营心在汉”和“脚踏两只船”的思惟莫名其妙地任务。因为员工主人翁认识不强而激发的成绩愈来愈困扰着企业的成长和企业家们的运营选择,这一点在城市贸易银行也有着异样的实际。本研讨摸索性地提出“主人翁品德”的概念,以包商银行员工主人翁品德培养为研讨对象,以思惟政治教导学、社会学、心思学、组织行动学的相干实际为研讨切入点,综合应用文献剖析法、问卷法、访谈法等研讨办法剖析了主人翁品德的寄义、特色和功效,挖掘“主人翁品德”的时期内在,有用掌握包商银行员工主人翁品德的近况,探访影响包商银行员工主人翁品德构成的身分,并依据其影响身分提出公道化建议,意在为包商银行的可连续成长构建一个积极、安康、有序的人文气氛、治理气氛和组织气氛。

Abstract:

"The masters of the new China was founded early in mainland China is Longsheng a word. At the same time, with the" master "coherent" master spirit "," masters of the character "become at that time will be the eve of the state organ, enterprise or business unit and person organization and message preamble often appear the words. But along with the market economy and the implementation of the reform and opening up the deep, method of unemployment in our country, organizational structure and value orientation has a great change. Subsequently, the "master" and coherent moral character and energy gradually fade out of people's vision. Because of the market economic system under the influence of fame thought, society some people masters know indifferent, of occupation lack of identity, sense of belonging, pregnant with "in Cao Ying Han" and "juetaliangzhichuan" thoughts in the puzzling task. Because the master of the employees do not have a strong awareness and inspire results increasingly plagued by the growth of enterprises and entrepreneurs operating options, this point in the city commercial bank also has a strange reality. The exploration of concept of "hero character", the contractor bank employees'master moral cultivation as the research object, in the ideological and political education science, sociology, psychology, organization theory for the study of the actual action coherent starting point, comprehensive application of literature analysis, questionnaire, interviews and other research method to analyze the meaning, characteristics and functions of master morality, mining "master character" period, useful master contractor Bank Employees Master morality situation, visit the influence of Baoshang bank employees'master constitute moral identity, and make reasonable suggestions based on the impact of identity, intended for commercial banks the continuous growth of constructing a positive and orderly, Ankang humanities atmosphere, atmosphere governance and organizational climate.

目录:

摘要3-4
Abstract4
第一章 引言8-17
    1.1 研究背景8-9
        1.1.1 问题的提出8-9
        1.1.2 基本概念界定9
    1.2 研究现状9-15
        1.2.1 国内研究现状9-13
        1.2.2 国外研究现状13-15
    1.3 研究目的与意义15-16
        1.3.1 研究目的15
        1.3.2 研究意义15-16
    1.4 研究方法16
    1.5 研究思路16-17
第二章 主人翁品质概述17-22
    2.1 主人翁的提出17-19
        2.1.1 主人翁一词的历史演变17-18
        2.1.2 新主人翁精神的提出18-19
    2.2 主人翁品质19-20
        2.2.1 主人翁品质的内涵19
        2.2.2 主人翁品质的主要内容19-20
    2.3 主人翁品质培育的相关理论20-22
        2.3.1 马克思关于人的本质学说20-21
        2.3.2 社会学中的角色扮演理论21
        2.3.3 心理学中的激励理论21
        2.3.4 职业道德理论21-22
第三章 包商银行青年员工主人翁品质现状分析22-31
    3.1 包商银行现状23-25
        3.1.1 包商银行概况23
        3.1.2 包商银行员工结构23-25
    3.2 包商银行青年员工主人翁品质现状25-31
        3.2.1 包商银行青年员工主人翁品质表现25-28
        3.2.2 包商银行青年员工主人翁品质现状特征28-31
第四章 影响包商银行青年员工主人翁品质形成的原因分析31-38
    4.1 社会大环境的影响31-33
        4.1.1 拜金主义思想的影响31
        4.1.2 就业方式多样化的影响31-32
        4.1.3 组织方式分散化的影响32-33
    4.2 单位微观环境的制约33-35
        4.2.1 股权结构单一制约着员工的归宿感33-34
        4.2.2 激励手段的单一影响着员工的向心力34-35
    4.3 个人自身组织方面的问题35-38
        4.3.1 员工自身的责任意识不强35-36
        4.3.2 员工自身的参与意识不高36
        4.3.3 员工自身的奉献精神缺乏36-38
第五章 包商银行青年员工主人翁品质培育的对策38-44
    5.1 观念转变:重视员工主人翁意识的培养38-39
        5.1.1 要意识到员工主人翁意识培育的重要性38
        5.1.2 要意识到员工主人翁意识培育的可行性38-39
    5.2 制度建构:体现员工的主人翁意识39-40
        5.2.1 制定有效的激励手段39-40
        5.2.2 创新企业管理方式40
    5.3 环境营造:孕育员工的主人翁意识40-41
        5.3.1 重视青年员工文化活动的开展40-41
        5.3.2 重视以绩效考核为导向的企业文化建设41
    5.4 教育培训:塑造员工的主人翁意识41-43
        5.4.1 重视入职后的培训41-42
        5.4.2 培训机制的创新42-43
    5.5 自我教育:强化员工的主人翁品质43-44
        5.5.1 自我教育的理论路径43
        5.5.2 自我教育的实践路径43-44
结语44-45
参考文献45-47
附录A 城市商业银行员工工作满意度调查问卷47-49
在学研究成果49-50
致谢50