摘要
組織承諾是體現(xiàn)員工和組織之間關(guān)系的一種心理狀態(tài)。作為一種重要的社會心理因素，它可以通過影響個體的動機(jī)、態(tài)度與滿意度，決定個人及組織的效率。就目前我國的商業(yè)銀行而言，面對激烈的人力資源競爭壓力和人員工作績效不斷下降的狀況，加強對員工組織承諾問題的研究更是當(dāng)務(wù)之急。
本文選取商業(yè)銀行員工作為研究對象。采用文獻(xiàn)回顧法、訪談法等研究方法調(diào)查我國商業(yè)銀行員工組織承諾和工作績效的構(gòu)成及相關(guān)影響因素。在研究構(gòu)思的基礎(chǔ)上，利用問卷的方式進(jìn)行了預(yù)測試和正式測試兩次調(diào)查。在預(yù)測試中，運用項目分析、因子分析和信度分析對編制的量表進(jìn)行了修正。正式測試過程中，調(diào)查了五家銀行的279名員工，首先通過對回收數(shù)據(jù)的描述了解了商業(yè)銀行員工組織承諾和工作績效的現(xiàn)狀；然后運用相關(guān)分析和回歸分析的方法，揭示了商業(yè)銀行員工組織承諾對工作績效的影響；其次將薪酬滿意度引入組織承諾和工作績效的影響模型，采用路徑分析的方法檢驗其在組織承諾和工作績效間是否具有中介效應(yīng)；最后應(yīng)用獨立樣本T檢驗和方差分析的方法進(jìn)行了個人特征變量在組織承諾和工作績效上的差異性檢驗。
研究結(jié)果表明，商業(yè)銀行員工的組織承諾由感情承諾、理想承諾、規(guī)范承諾和持續(xù)承諾四個維度構(gòu)成，工作績效由任務(wù)績效、周邊績效和適應(yīng)性績效三維度構(gòu)成；我國商業(yè)銀行員工組織承諾和工作績效的水平均處于中等程度范圍；員工組織承諾與工作績效呈顯著正相關(guān)，并且對工作績效具有預(yù)測能力，高水平的組織承諾有利于員工產(chǎn)生較高的工作績效；薪酬滿意度可以作為組織承諾和工作績效影響模型的中介變量，并起著一定的中介效應(yīng)；員工組織承諾和工作績效會因員工的性別、年齡、學(xué)歷、工作年限、職務(wù)類別的不同而呈現(xiàn)出一定的差異性，但工作績效在銀行性質(zhì)方面沒有表現(xiàn)出差別。
依據(jù)研究結(jié)果，本文從建立溝通渠道、更新薪酬激勵機(jī)制、實施職業(yè)生涯管理、注重企業(yè)文化建設(shè)和進(jìn)行組織承諾動態(tài)管理五個方面提出了我國商業(yè)銀行人力資源管理的改進(jìn)對策和建議。
關(guān)鍵詞 組織承諾；工作績效；薪酬滿意度
Abstract
Organizational commitment is a psychology of the relation between the organization and its members. As an important social psychology factor, lots of research work has indicated that organizational commitment can influence the individual’s incentive, attitude and satisfaction, finally influence the individual’s performance and organization’s efficiency. Organizational commitment is researched necessarily and urgently in the corporations of China, especially in the industrial banking of China because of the drastic competition in human resources and members’ low job performance.
In this study, the employees from the industrial banks are chosen as the participants. Trough reviewing the existing literatures and interview methods, the structure of organizational commitment and job performance of Chinese industrial banks’ employees is explored. Based on the design of research, two tests are put up through questionnaire survey. In the first test, the inquiry is amended through item analysis, factor analysis and reliability analysis. In the second test, 279 employees from five banks are surveyed. Based on the analysis of the collected data, firstly, the present situation of organizational commitment and job performance is described, then it points out whether organizational commitment influences job performance with the analytical methods of correlation and regression, secondly, it takes the variable of compensation satisfaction into the model and proves whether the variable can be mediator, finally it applies independent-sample T-test and one-way ANOVA to prove whether organizational commitment and job performance are different on different population statistial variables.
The result shows that organizational commitment is formed by affective commitment, ideal commitment, normative commitment, continuance commitment and job performance is formed by task performance, contextual performance, adaptive performance. The current situation of organizational commitment and job performance is medium degree. There is a positive significant correlation between organizational commitment and job performance, high organizational commitment can make high job performance. And compensation satisfaction can act mediating effect on organizational commitment and job performance thourgh the method of path analysis. It also proves that organizational commitment and job performance exist degrees of difference on different genders, ages, educations, lengths of service and duties, but job performance is not different on different banks.
Based on the research results, a lot of suggestions on the practice of human resources management in the industrial banks have been put forward from establishing communication channel, renewing compensation promotion system, implementing career management, minding organizational culture constitution, carrying out dynamic managements on organizational commitment and so on.

Keywords: organizational commitment; job performance; compensation satisfaction

目錄
摘要 I
Abstract III
第1章 緒論 1
1.1 研究背景 1
1.2 研究意義 2
1.2.1 理論意義 2
1.2.2 現(xiàn)實意義 3
1.3 研究現(xiàn)狀 3
1.3.1 國外研究現(xiàn)狀 3
1.3.2 國內(nèi)研究現(xiàn)狀 4
1.4研究內(nèi)容及創(chuàng)新點 5
1.5 研究方法 7
第2章 組織承諾與工作績效的相關(guān)理論 9-br..