新常态下劳动密集型企业一线员工归属感研究——以中山市A工业园区为例  

Research on the Sense of Belonging of Front Line staff in Labor Intensive Enterprises under the New Normal Background——Take A Industrial Park in Zhongshan as an Example

作　　者：洪泸敏[1] 钟勇 HONG Lu-min;ZHONG Yong(School of Humanities,Jiangxi University of Finance and Economics,Nanchang 330013,China)

机构地区：[1]江西财经大学人文学院,江西南昌330013

出　　处：《技术与创新管理》2019年第3期361-367,370,共8页Technology and Innovation Management

基　　金：国家社会科学基金项目(16CSH035);国家留学基金委公派访问学者面上项目(201708360035);江西省社科规划项目(14SH17)

摘　　要：189份有效问卷和针对17名企业工作人员的访谈结果显示,新常态下劳动密集型企业一线员工的归属感较低,具体表现为:来自组织的成就感不高;自我认知与自我评价较为模糊;对企业经营决策的认同感较低,对企业管理制度和规范的认同呈现出年龄差异;分配公平感、程序公平感与互动公平感均较低;其工作使命感远低于中高层管理人员的使命感。影响一线员工归属感的主要因素包括薪酬分配制度不合理、职业晋升机会较少、劳资之间与员工内部缺乏有效沟通、企业文化建设不足等。The results based on 189 valid questionnaires and interviews with 17 people in enterprises show that the sense of belonging of front line staff in labor intensive enterprises under the New Normal background is relatively low:their sense of achievement from organizations is not high;their self-cognition and self-evaluation is relatively vague;their sense of identity with company management decision is relatively low and the commitment to enterprise management system and standard shows age differences;their sense of distribution fairness,procedural justice and interaction fairness are relatively low;their sense of mission is far lower than that of senior managers.The main factors affecting their sense of belonging include unreasonable compensation distributive system,less opportunity for career promotion,lack of effective communication between staff and management and within the staff,and lack of enterprise culture construction.

关 键 词：新常态 劳动密集型企业 一线员工 员工归属感 

分 类 号：F272.92[经济管理—企业管理]