摘要
2006年底银行业全面开放以来，外资银行大量涌入。在竞争日益激烈的银行业中，人才的流动非常频繁，各银行大打人才争夺战。很多银行都强烈意识到储备人才、留住人才的重要性。党的十六届三中全会提出坚持以人为本，促进人的全面发展。要想吸引和留住人才，就必须提高员工的满意度，培养员工的归属感，不断增强员工对单位的忠诚度，实现以人为本的管理。
本文通过实践与理论相结合，以员工满意度的调查和管理为研究对象。首先在文献研究基础之上简述了员工满意度的概念、员工满意度的构成要素，员工满意度与工作绩效的关系、员工满意度的调查方法及员工满意度常用量表，简述了
员工满意度的研究情况以及商业银行员工满意度的研究情况。然后参照国际上最
科学、最通用的明尼苏达满意度量表(MSQ)，根据商业银行自身特点和需要，
设计了合理的、有针对性的商业银行员工满意度调查问卷。在郑州市各大商业银
行进行员工满意度调查，获得300份有效调查问卷。对调查问卷数据，运用
SPSS13.O软件进行因子分析，确定影响商业银行员工满意度的主要因素。此外，
对有效样本按照性别、年龄、受教育程度、职务和在本单位工作时间等分为不同
的样本组，分别作方差分析，研究不同特征值对商业银行员工满意度的影响。
对调查问卷数据进行因子分析得到的结论是，影响商业银行员工满意度有四
大主要因素，分别是:员工成长与发展、工资待遇与福利、工作本身与发展前景。
对不同性别、不同年龄、不同受教育程度、不同的职务和不同工作时间的样本组
做方差分析得到的结论是:性别、年龄、受教育程度、职务和本单位工作时间对
商业银行员工总体满意度都存在显著差异;女性满意度较低，年轻员工满意度较
低，高学历满意度较低，普通员工满意度较低，工作时间短的满意度较低。针对
影响商业银行员工满意度的四大主要因素，对商业银行这四个方面的现状作了详
细的阐述，最后提出了提高商业银行员工满意度的管理措施:1.构建学习型组织。
2.推行职业生涯管理。3.提供员工帮助计划。4.完善薪酬系统。
关键词:商业银行员工满意度方差分析因子分析
ABSTRACT
Since banking opened completely at the end of 2006, the foreign bank flows into in great quantities. In the vigorous competition, the talented person flow very frequently, and each bank fights talented people gxeatly. Lots of banks realize that placing talented people in storage is very important. The Third Plenary Session of the 16th CCP of China put forward persistence to make people the center, promoting the person's overall development. Bank have to raise the employee satisfaction, train the employee ownership feeling, strengthen the employee loyalty to the unit continuously, and carry out the management under the condition of making people the center.
This paper takes employee satisfaction measurement and management as research object, combining practice together with theories. Firstly’the paper introduces the concept, the factors, the relationship with efficiency, the investigation methods and questionnaire of the employee satisfaction, and the process of the employee satisfaction study. According to Minneesota Satisfaction Questionnaire, the most scientific and general, and the characteristics and the demand of the bank, a reasonable questionnaire aiming at bank employee is done. In Zhengzhou, we acquire 300 valid questionnaires, and make use of the SPSS13.0 software to do factor analysis.
At the same time, one-way ANOVA was used to reveal the difference level of employee satisfactory degree with different demographic characteristics.
The result of factor analysis showed there were four factors derived. Namely, employee growth and development, the wages and warfare, job itself and bank development. One-way ANOVA showed that different demographic characteristics influence employee satisfaction degree greatly. Women, young men, high educational people, common employee and employee who work in short time have low satisfaction. Finally, put forward the measure to improve bank employee satisfaction management: 1. Set up the learning organization. 2. Promote the occupation career management. 3. Provide Employee Assistant Program. 4. Perfect salary system.
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