摘要
I
摘要
随着时间的推移，“80 后”“90 后”逐渐成为职场主力，他们也受到了各界
的关注，他们因其成长环境及背景而具有其独有的特色，他们富有挑战精神，
但同时又因各种压力对组织的归属感也在降低，其结果是，高离职率成了一个
现实问题。本文以机务维修欧亿·体育（中国）有限公司的“80 后”“90 后”员工为研究对象，通过问
卷、访谈等形式，调查研究新生代机务维修员工归属感现状，分析这部分群体
的归属感现状及其影响因素，探索提高新生代机务维修员工归属感的有效方法

本文首先确定了研究范畴和对象，初步完成对研究框架的设计，梳理了国
内外关于归属感的相关理论，以此为基础完成研究设计，采用文献查阅法和访
谈法收集信息，并根据收集的信息结合欧亿·体育（中国）有限公司特点提出研究假设

然后，编制并发布问卷量表，利用统计软件 SPSS 分析数据，对研究假设进
行实证分析

研究结果包括：（1）从目前新生代机务维修员工组织归属感现状看，欧亿·体育（中国）有限公司
内员工组织归属感较低，其中男性员工归属感显著低于女员工。但是，不同年
龄、在单位工作时间、学历的员工的归属感并不存在显著差异；（2）工作回报、
组织公平、文化认同、人际环境、工作本身五个变量与员工组织归属感成正相
关；（3）新生代机务维修员工受年龄、工龄、学历等影响，其归属感影响变量
对其归属感的影响程度存在差异；（4）文化认同作为归属感的影响变量，对员
工归属感的影响作用最为显著

最后，在实证研究结论的基础上，本文从组织制度建设、文化建设、激励
机制建设三个方面着手提出了对策，（1）组织制度建设方面提出了建立民主平
等组织关系、拓宽员工沟通渠道、重视制度公平、人性化管理制度；（2）文化
建设方面提出了文化建设上要重视人的价值、发挥“师徒文化”的传导机制、
将企业文化植入员工的心中；（3）薪酬福利建设方面提出了建立以长期承诺为
前提的的薪酬福利结构、建立与需求相匹配的福利政策、公平公开的职业晋升
机制、建立能力与需求相匹配的培训方式
关键词： 归属感 新生代 机务维修Abstract
III
Abstract
As the new generation employees continue to increase, new generation employees
has gradually become the main force of the workplace, they also received attention
from all walks of life, the new generation of employees because of its growing
environment and background, and with its unique characteristics, their challenging
spirit, but at the same time, because of all sorts of pressure also in reducing the sense
of belonging to an organization, as a result, high turnover rate has become a realistic
problem. Based on the engineering maintenance industry of the new generation
employees as the research object, through questionnaire, interviews and other forms,
to different parts of the new generation engineering investigation and study, the
present situation and problems of maintenance staff belonging analysis of present
situation and influencing factors of this part of the group sense of belonging, and
explore the effective method to improve new generation engineering maintenance
staff belonging, hope that in order to promote the sense of belonging of skilled
workers to provide the reference.
At first, this paper determines the research category and object, initially completed
the design of a research framework, combed the domestic and foreign relevant
theories about the sense of belonging, on this basis, to complete the study design,
USES the method of literature review and interview method to collect information,
and according to the information collected by combining with the characteristics of
industry put forward the research hypothesis, develop questionnaire scale and publish
data collection, using the statistical software SPSS analysis data, makes an empirical
analysis to the research hypothesis, according to the analysis results from the
enterprise system, culture, and enhance the sense of belonging to the enterprise
incentive mechanism construction three aspects are proposed.
The results of the study include: (1) male and female employees sense of belonging,
female employee organization belonging is higher than the male employees; (2) work
returns, organizational justice, cultural identity, interpersonal environment, five
factors work itself, the organization is closely relative to the sense of belonging; (3) a华侨大学硕士学位论文
IV
sense of belonging in the unit and its influencing factors in age, length of service and
education differences exist in the three characteristics.
Innovation point of this paper is to use two ways to study of employees sense of
belonging, the interview method and questionnaire survey to collect information, and
demographic characteristics of the sense of belonging and influencing factors of
difference analysis, provide the basis for relevant policy system construction.
Key word: Belonging The new generation aircraft maintenance目 录
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目 录
第 1 章 绪论....1
1.1 研究背景...........1
1.2 研究意义...........2
研究内容...3
研究思路和方法...3
研究的基本框架...4
第 2 章 理论基础和文献综述5
2.1 归属感的理论内涵.......5
2.2 归属感的作用...6
2.3 归属感的影响因素.......7
第 3 章 新生代机务维修员工概述....9
3.1 新生代机务维修员工的界定...9
3.2 新生代员工的成长背景分析...9
3.2.1 新生代员工成长宏观背景分析...9
3.2.2 新生代员工成长微观背景分析.10
3.3 新生代员工特性分析.11
3.3.1 新生代员工个性特征分析......... 11
3.3.2 新生代员工工作特征分析.........12
3.4 机务维修欧亿·体育（中国）有限公司特点与机务维修岗位分析.....13
3.4.1 欧亿·体育（中国）有限公司特点.13
3.4.2 岗位特点分析.....14
第 4 章 研究设计......15
4.1 访谈研究及网络调查.15
4.2 研究假设.........16
4.2.1 归属感与工作回报.........16
4.2.2 组织归属感与组织公平.16
4.2.3 组织归属感与文化认同.17
1.2.1
1.2.2
1.2.3华侨大学硕士学位论文
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4.2.4 组织归属感与人际环境.17
4.2.5 组织归属感与工作本身.18
4.3 测量工作.........18
4.3.1 问卷设计.18
4.3.2 问卷发放及回收.19
4.3.3 数据分析方法.....20
第 5 章 研究实证分析
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