摘 要移动互联网时代商业银行逐渐意识到银行之间的竞争在本质上实际是人才之间的竞争，客户对于银行是否有满意的评价很大程度上决定于员工在给客户提供业务服务时的专业技能和服务体验，员工的服务质量决定客户的满意情况。在当下的研究中，员工的满意度是一个具有主观性的概念，当员工对于工作的期望得到了满足时，员工在对于工作的认知在主观上就是满意的，而如果对于工作的期望没有得到满足，员工对于工作在主观上得不到满足，就会影响到员工工作工作中的热情及积极性。本文以兴业银行金钟支行员工满意度为研究内容。首先，本文对于论题的相关背景和研究意义、当下国内外学者的研究现状简要的阐述，对相关理论进行概述；之后，通过问卷调查的方式对兴业银行金钟支行员工对于工作的满意度进行问卷调查，并对兴影响工作满意度的相关因素进行研究分析；最后，根据调查的结果对提高员工满意度提出具有针对性可行的对策，并实现具有现实指导意义的目的。关键词：工作满意度；双因素理论；公平理论；管理对策ABSTRACTIn the era of mobile Internet, commercial banks are gradually realizing that the competition between banks is essentially a competition among talents. The evaluation of whether a customer is satisfied with the bank depends to a great extent on the professional skills of employees in providing business services to customers. Service experience, employee service quality determines the customer's satisfaction. In the current study, employee satisfaction is a subjective concept. When the employee's expectations for work are satisfied, the employee’s perception of the work is subjectively satisfactory, and if the expectation of work is not When they are satisfied, the employees' unsatisfactory job satisfaction will affect their enthusiasm and enthusiasm in their work. This paper takes the employee satisfaction of the Industrial Bank's Admiralty Branch as the research content. First of all, this article gives a brief description of the relevant background and research significance of the top...
