Research on the incentive problems and countermeasures of core staff in JS bank from the perspective of psychological contract

心理契约视角下JS 银行核心员工激励机制优化研究

Name: Yushan Dai

LCSH: Personnel management

LCSH: Contracts -- Psychological aspects

LCSH: Commitment (Psychology)

Abstract: As a regional joint-stock city commercial bank, JS Bank is faced with huge development problems such as weakening advantages of national and local support policies, weak core competitiveness and declining performance. JS Bank fully recognizes that talent is the source of power for banks to "produce" and "create" better products and services and to win market competition, and core employees who master core technology or have strong management ability are valuable human capital of banks. Through questionnaires and interviews, this research learned several incentive factors in which core employees are not very satisfied with the current incentive mechanism and very dissatisfied with the evaluation. From the perspective of psychological contract transaction, the problems include unreasonable salary structure. From the dimension of psychological contract relationship, the construction of organizational culture is insufficient. From the dimension of psychological contract development, the existing problems are that the promotion channels are not smooth. Based on three dimensions of psychological contract, this study proposes countermeasures to optimize the incentive mechanism. Moreover, from the transaction dimension, the countermeasures are to optimize the salary system. The countermeasures from the relationship dimension are to pay attention to the communication and feedback between superiors and subordinates. In addition, the countermeasures from the development dimension are to perfect the promotion system.

Abstract: JS银行作为区域性股份制城市商业银行面临着国家及地方扶持政策优势减 弱、核心竞争力不突出、业绩下滑等巨大发展问题。JS银行充分认识到人才是 银行“生产”和“创造”更好的产品和服务、赢得市场竞争的源动力，而掌握 核心技术或具备较强管理能力的核心员工又是银行宝贵的人力资本。 本文通过调查问卷和访谈的方式，了解到核心员工对现行激励机制不太满 意和非常不满意评价的几项激励因素，从心理契约交易维度看问题有薪酬结构 不合理；从心理契约关系维度看问题有组织文化建设不足；从心理契约发展维 度存在的问题是晋升渠道不畅通等。本文以问题为导向，基于心理契约的三个 维度提出了激励机制优化对策，其中：从交易维度提出的对策是优化薪酬制度； 从关系维度提出的对策是重视上下级沟通反馈；从发展维度提出的对策是完善 晋升制度

Rangsit University. Rangsit University Library

Address: PATHUM THANI

Email: rattanapornn@rsu.ac.th

Name: Gu Fan

Role: Advisor

Created: 2023

Modified: 2568-08-01

Issued: 2025-08-01

วิทยานิพนธ์/Thesis

application/pdf

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DegreeName: Master of Business Administration

Level: Master's Degree

Descipline: Business Management

Grantor: Rangsit University

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