The Research Of The Relationship Between The State-owned Commercial Bank Employee Compensation Incentive Intensity And The Satisfaction

In recent years, the studies of employee satisfaction have become a focus of theconcern of all walks of life. A large number of studies have shown that a certainamount of salary incentive can improve employee satisfaction, but excessive incentivecauses the marginal effect of diminishing effect, led to the decrease of the employeesatisfaction, will seriously affect the individual’s quality of life and the healthydevelopment of the individual organization. At the same time, as the enterpriseemployees, its satisfaction also cannot leave the specific work pressure as well as tothe identity of enterprise culture. Existing studies have shown that the work pressureof the employees plays negative role in the relationship between employeesatisfaction and salary incentive intensity. On the contrary, cultural identity of theenterprise plays a positive role. While this conclusion the applicability of the remainsto be further verified.This study chooses five state-owned commercial Banks: ICBC, CCB, ABC,BOC, BCM. The frontline employees of these banks are selected as the researchobject. Through to the salary incentive, the working pressure, the enterprise cultureidentity, employee satisfaction a review of related theory of literature and empiricalstudies, On the basis of previous studies, put forward its own theoretical model,further study on the relationship between the four variables.At first, Strength of salary incentive, the working pressure, the status of theenterprise culture identity, job satisfaction of the state-owned commercial bankemployees for comprehensive analysis; Secondly, using the correlation analysis,multiple regression analysis and the mediation effect inspection and statisticalanalysis methods to analyze the relationship between employee satisfaction and thedifferent salary incentive intensity, Which mainly explore the job stress and theintermediary role of corporate culture identity. Finally, on the basis of the aboveresearch, proposed targeted countermeasures and Suggestions, aims to retainemployees’ job satisfaction to the greatest extent, thus cultivating staff loyalty to theenterprise, promote the development of employee and enterprise itself.