员工工作满意度是人力资源管理和组织行为理论的热点问题，有越来 越多的学者针对工作满意度进行了研究。企业通过树立“以人为本”的管 理理念，在充分了解员工个人特点的基础上信赖员工、依靠员工，使员工 对企业的个体效应得到充分发挥，再将这种效应结合实际工作，最终达到 企业绩效整体有所提高的效果。相关研究证明，员工对工作的满意程度， 是企业保持长久发展实践中需要解决的关键问题。 营销人员是联系企业和市场的桥梁，是企业中最重要、最具活力的成 员。营销人员工作情况的好坏不仅影响企业经营战略目标的实施，更加影 响企业在市场内的形象和地位。为使得营销人员的工作满意度有所提高， 充分发挥其在企业内的作用，就要结合企业的发展现状和发展趋势，以及 营销人员个人职业发展的需求，对相应人力资源管理策略进行不断调整、 优化。 本文针对菲达环保当前主营业务市场总量下滑、新领域业务拓展壁垒 及营销部门相应内部体制机制改革滞后，导致营销人员工作满意度不高的 现象进行调查研究。通过对菲达环保营销部门的人力资源管理现状进行诊 断，发现营销人员虽然没有较明显的离职倾向，但是部分营销人员认为公 司职业发展渠道不通畅、绩效考评流于形式、薪酬管理缺乏约束和激励作 用、缺乏内部全面支持、培训缺乏业务针对性，以及选拔用人机制缺乏透菲达环保营销人员工作满意度的影响因素研究 明度，这些问题使得营销人员满意度降低。针对以上现象，分析存在问题 的根本原因，提出有针对性的措施加以改进，运用更加丰富的理论来解释 对营销人员工作满意度的影响机制。 本文研究完成的主要内容包括： （1）分析研究工作满意度相关理论及影响因素，结合菲达环保营销 部门人力资源管理现状，基于工作满意度影响相关研究理论来优化人力资 源管理体系； （2）选定薪酬管理、绩效管理、职业发展、组织支持四个维度为营 销人员工作满意度的调查方向，采用问卷调查和访谈对营销人员工作满意 度进行调查研究。 （3）对菲达环保营销人员工作满意度分析后，分别从完善绩效考核 制度、改善职业发展机制、增加人性化管理通道等多个角度，提出工作满 意度提升对策：建立健全绩效考核机制、薪酬分配体系和各项规章制度； 加大培训投入、明确职业发展通道、储备“接班人”型人才、进行岗位轮 换；畅通沟通渠道、合理缓解营销人员工作压力、丰富企业文化建设等。 关键词：营销人员，工作满意度，提升对策菲达环保营销人员工作满意度的影响因素研究 STUDY ON THE INFLUENCING FACTORS OF JOB SATISFACTION OF FEIDA ENVIRONMENTAL MARKETING STAFF ABSTRACT Employee job satisfaction is a hot issue in the theory of human resource management and organizational behavior. More and more scholars have studied it. By establishing the concept of "people-oriented" management, enterprises can trust and rely on employees on the basis of fully understanding the personal characteristics of employees, so that employees can fully exert their individual effects on enterprises, and then combine this effect with practical work, ultimately achieve the overall effect of improving enterprise performance. Relevant studies have proved that employee satisfaction with their job is the key problem to be solved in the long-term development practice of enterprises. Marketing personnel are the bridge connecting enterprises and markets, and the most important and dynamic members of enterprises. The quality of the marketing staff's work not only affects the implementation of the enterprise's strategic objectives, but also affects the image and position of the enterprise in the market. In order to improve the professional satisfaction of marketing staff and give full play to their role in the enterprise, it is necessary to constantly adjust and optimize the corresponding human resources management strategies in accordance with the actual situation and development needs of the enterprise. This paper aims at the phenomenon that the total amount of main business market of Feida environmental protection is declining, the barriers of business菲达环保营销人员工作满意度的影响因素研究 development in new fields and the corresponding internal system and mechanism reform of marketing department are lagging behind, which leads to low job satisfaction of marketing personnel. Through the diagnosis of the human resource management status of Feida environmental marketing department, it is found that although there is no obvious turnover tendency among marketing staff, some marketing staff think that the Career development channels are not smooth, performance evaluation is formalized, salary management lacks restraint and incentive, lacks comprehensive internal support, training lacks business pertinence, and selection and employment of personnel. Lack of transparency in the system, these problems make marketers less satisfied. In view of the above phenomena, this paper analyses the root causes of the problems, proposes targeted measures to improve them, using more abundant theories to explain the influence mechanism of marketing staff's professional satisfaction. The main contents of this paper include: (1) Analyzing the relevant theories and influencing factors of occupational satisfaction, combining with the current situation of human resource management in Feida environmental protection marketing department, optimizing the human resource management system based on the theory of occupational satisfaction influence. (2) Four dimensions of salary management, performance management, career development and organizational support are selected as the survey direction of job satisfaction of marketing staff. Combining with relevant theories, questionnaire survey and interview are used to investigate job satisfaction of marketing staff. (3) After analyzing the job satisfaction of Feida environmental protection marketing personnel, the paper puts forward the measures to improve the job satisfaction from the perspectives of improving the performance appraisal system, improving the career development mechanism, and increasing the humanized management channel: establish and improve performance appraisal mechanism, salary distribution system and various rules and regulations; increase training input, define career development channels, reserve "successor" talents, and carry out job菲达环保营销人员工作满意度的影响因素研究 rotation; smooth communication channels, reasonably relieve the working pressure of marketing personnel, and enrich the construction of corporate culture. KEYWORDS: marketing personnel，job satisfaction，promotion countermeasures菲达环保营销人员工作满意度的影响因素研究 目 录 第一章 绪论.............................................................................. 1 第一节 研究背景和意义........................................................................................1 第二节 研究思路和方法........................................................................................3 第三节 研究基本内容和框架................................................................................3 第二章 理论基础和文献综述..................................................5 第一节 工作满意度理论及相关研究....................................................................5 一、工作满意度的概念........................................................................................5 二、工作满意度的结构........................................................................................6 第二节 工作满意度的影响因素............................................................................7 第三节 工作满意度的测量....................................................................................8 一、工作满意度的测量方法................................................................................8 二、工作满意度的测量工具................................................................................9 第三章 菲达环保的人力资源管理现状................................10 第一节 菲达环保概况..........................................................................................10 一、菲达环保基本概况......................................................................................10 二、菲达环保组织架构......................................................................................12 三、菲达环保主要部门基本职责......................................................................13 第二节 菲达环保人力资源管理概况..........................................