半文基于沟通视角的90后员工管理问题研究

基于沟通视角的90后员工管理问题研究——以BS餐饮连锁企业为例摘要随着企业的发展，当前企业的竞争的归根结底是人才的竞争，企业越能留住核心人才，便越能节省人力成本，越能在激烈的市场竞争中占据有利优势，在以后的发展中利于不败之地。随着90年以后出生的员工已逐渐成为的全社会就业大军的主体，许多年轻的上班族已经成为企业的基层员工或经理层的主力人群。这一群体的特殊成长背景和受到较高的教育等各方面因素的影响，让这个群体给企业的人力资源管理，特别是在员工保留方面，带来了前所未有的挑战。本文则主要以餐饮连锁业的巨头BS集团为研究对象，对企业内部员工保留、企业沟通、工作氛围、激励措施等方面开展研究，另外还特地针对其中青年员工（90年以后出生）呈现出独特的性格特点加以分析，并提出假设，分析青年员工的性格因素在企业管理中员工保留的影响程度，并验证工作氛围对企业沟通正向作用、企业沟通对于青年员工归属感的正向作用，激励措施对于青年员工归属感的正向作用。根据上述研究结果，提出可执行性的方案和措施，让BS集团得以采纳和实施，并正针对这些措施在企业沟通管理角度解决青年员工保留问题时提供具体建议，不仅具有较大的理论意义，还为其它类似企业提供参考。关键词：员工保留企业沟通员工归属感工作氛围激励措施AbstractWiththedevelopmentofenterprises,currentlythecompetitionofenterprisesisthecompetitionoftalentsafterall.Themorekeytalentsanenterprisecanretain,themorelaborcostsitcansave,andmorecompetitiveitcanbeinthefiercemarketcompetitioninthefuture.TheauthormainlystudiedBSGroup,whichisthetycoonofthechaincateringindustryinthisthesis,aboutthepersonnelretention,corporateculture,workingatmosphere,incentiveprogramsandotheraspectsbyquantitativeanalysisofthequestionnaire.Besides,theauthorspecificallyanalyzedtheuniquecharacteristicsofyoungemployeesandproposedahypothesis.Inparticular,theauthoranalyzedtheimpactoftheirpersonalitiesonpersonnelretentionofbusinessmanagement,andverifiedthepositiveeffectsofworkingenvironmenttothecorporateculture,workingenvironmenttoemployees’belongingnessandincentiveprogramstoemployees.Basedontheabovefindings,theauthorproposedpracticalplansandmeasuresforBSGroup,andprovidedspecificsuggestionstotheissuesofpersonnelretention.Thisthesisnotonlyhasgreattheoreticalsignificance,butalsoprovidesareferenceforothersimilarenterprises.KeyWords:PersonnelRetention;CorporateCulture;WorkingAtmosphere;IncentivePrograms目录一、前言.............................................................................................................................................................4（一）研究背景及意义.............................................................................................................................4（二）文献综述.........................................................................................................................................6（三）研究内容.........................................................................................................................................9二、员工保留及企业文化与沟通的理论及相关概述...................................................................................10（一）员工保留的定义及理论...............................................................................................................101．离职理论.....................................................................................................................................102．激励理论.....................................................................................................................................113．双因素理论.................................................................................................................................114．公平理论.....................................................................................................................................11（二）企业文化与沟通的定义及理论...................................................................................................11（三）企业文化与沟通对员工保留的作用...........................................................................................12三、90后员工管理中常出现的现象..............................................................................................................13（一）跳槽频繁.......................................................................................................................................13（二）利己主义，功利心.......................................................................................................................13（三）推卸责任，逃避问题...................................................................................................................14四、90后员工管理中出现的沟通问题.............................................................................错误!未定义书签。（一）从发信者的角度出发......................................................................................错误!未定义书签。1．管理者发起沟通的针对性差........................................................................错误!未定义书签。2．管理者自身的知觉偏差................................................................................错误!未定义书签。3．管理者没有进行有效倾听............................................................................错误!未定义书签。（二）从受信者的角度出发........................................................................................错误!未定义书签。1．90后员工沟通态度消极...............................................................................错误!未定义书签。2．90后员工与管理者之间的沟通有代沟.......................................................错误!未定义书签。3．90后员工没有提供有效地反馈...................................................................错误!未定义书签。（二）从沟通的媒介来看..........................................................................................错误!未定义书签。1．组织对沟通作用的没有重视........................................................................错误!未定义书签。2．组织内没有建立有效地沟通体系................................................................错误!未定义书签。3．组织内缺