工商管理学院知识库

民营经济成为支撑我国国民经济的重要组成部分，无论是在推动劳动力增长 并提供就业岗位还是增加税收支持地方经济增长方面，民营经济逐渐成为国民经 济的中流砥柱。在民营经济发展逐渐向好的过程中也遇到了发展瓶颈，中小企业 员工就业质量低下、为降低成本而造成社会责任履行不够等现实问题。因此，选 择进入政府、事业单位等成为大量就业者的首要选择，导致民营企业就业人才的 流失给组织造成重大负面影响，如何提高民营企业员工就业质量成为组织当前不 容忽视的问题。本研究旨在发掘影响员工就业质量的因素，得出提高员工就业质 量的建议对策，为民营企业激励人才、制定行之有效的政策提供现实依据和理论 依据。 本研究在回顾和研究分析了国内外学者对民营企业员工就业质量的相关文 献，学习相关理论基础。通过访谈法对研究对象进行访谈，收集和整理了大量原 始资料，采用扎根理论的方法进行三级编码演绎程序，构建了民营企业员工就业 质量评价标准体系。分别为组织外部竞争力、组织内部竞争力、个体竞争力、组 织认同及高绩效工作系统这 5 个大维度，各个维度都有其对应的子维度：涉及组 织架构、品牌形象、发展阶段、工作报酬、考核制度、岗位规划、工作帮扶、团 队意识、环境价值、岗位匹配、工作价值观、工作自主、工作能力这 13 类项目， 共 33 种具体成份。结合学者们开发量表的方式开发了民营企业员工就业质量评 价标准量表，再利用问卷调查的方式收集数据，通过实证方法等检验研究假设， 证实了本研究开发的量表的信度和效度，最后，根据以上研究结果和结论提出相 应的管理对策。 本研究的实证结论如下：考核制度、岗位匹配、工作能力对就业质量负向显 著影响。组织架构、品牌形象、工作帮扶、环境价值、工作报酬、岗位规划、工 作价值观、工作自主、团队意识则对就业质量正向显著影响。

The private economy has become an important part of supporting China's national economy. Whether it is to promote the growth of labor force and provide jobs or to increase tax revenue to support local economic growth, the private economy has gradually become the mainstay of the national economy. In the process of the gradual development of the private economy has also encountered bottlenecks, such as low employment quality of employees in small and medium-sized enterprises, insufficient fulfillment of social responsibilities in order to reduce costs and other practical problems. Therefore, choosing to enter the government and public institutions has become the first choice of a large number of employees, resulting in the loss of employment talents in private enterprises has a significant negative impact on the organization, and how to improve the quality of employment of employees in private enterprises has become a problem that can not be ignored by the organization. The purpose of this study is to explore the factors that affect the quality of employment of employees, and get the suggestions and countermeasures to improve the quality of employment of employees, so as to provide practical and theoretical basis for private enterprises to motivate talents and formulate effective policies. This study reviews and analyzes the relevant literature on the employment quality of private enterprise employees by domestic andforeign scholars, and learns the relevant theoretical basis. The research objects were interviewed by interview method, a large number of original data were collected and arranged, the three-level coding deductive program was carried out with the method of grounded theory, and the evaluation standard system of employment quality of employees in private enterprises was constructed. Respectively organizations external competitiveness, internal competition, individual competition, organizational identification and high performance work system these five big dimensions, each dimension has its corresponding dimensions: organizational structure, brand image, development phase, work remuneration and appraisal system, post work planning, support, team consciousness, environmental value, post match, work values, work autonomy, work ability, the 13 class project, a total of 33 kinds of specific ingredients. In combination with the way that scholars developed scales, a standard scale for evaluating the employment quality of employees in private enterprises was developed. Data were collected by means of questionnaire survey, and the reliability and validity of the scale were confirmed through empirical testing of research hypotheses. Finally, corresponding management countermeasures were put forward according to the above research results and conclusions. The empirical conclusions of this study are as follows: assessment system, job matching, work ability have a significant negative impact on employment quality; Job remuneration,work values, job autonomy and jobplanning,organizational structure, brand image, job support, environmental value and team consciousness have significant positive effects on employment quality.