Research On Countermeasures Of Improving Employee Loyalty Of ZZ Bank

“It was the best of times,it was the worst of times.” This Dickens’ s famous saying is more or less resonant for the human resources management department of banks at this stage.If the human resources management of enterprise is not good,it is easy to cause the loss of enterprise talents,and then affect the development of an enterprise.Against this background,the loyalty of bank employees certainly will determine and impact significantly the development of banks.There are some problems need to be solved urgently by bank managers,such as how to characterize the loyalty of banking employees,what factors will affect the loyalty of bank employees,and what measures to take for improving the loyalty of bank employees.This article takes the loyalty of ZZ bank employees as the research object,uses Meyer and Allen(1991)three-factor model theory for organizational loyalty as the support,and systematically studies the employee loyalty problems of ZZ bank.The employee loyalty can be divided into three aspects: emotional loyalty,continuous loyalty and normative loyalty.In further research,the influencing factors of employee loyalty are divided into two parts.One is corporate-level factors,including corporate culture,leadership characteristics,performance-pay and so on.The other is professional-level,including career development,communication and management participation factors.We designed 20 and 40 questions to investigate the loyalty of employees and the affecting factors,respectively.A total of 209 test papers were issued and were all recovered.The survey results were analyzed through using SPSS23.0 to conduct matrix factor statistical analysis,reliability analysis and validity analysis.Matrix factor and reliability analysis show that the Cronbach’s coefficients of employee loyalty affects(10 issues),norms(7 issues),continuous loyalty(3 issues)and corporate culture that affects loyalty(5 issues),leadership characteristics(5 issues),performance-pay(12 questions),career development(6 questions),communication(9 questions),and management participation(3 questions)are all greater than 0.7,indicating that the questionnaire has high reliability and reliable data.Through the validity analysis,the individual issues that are not very distinguishable are deleted.At the same time,AMOS21.0 software was further used to build,computationally correct,evaluate and interpretate the model of the survey data of loyalty influencing factors.The results exhibited that:(1)emotional loyalty can be as the most representable potential variable of loyalty;(2)four factors,including corporate culture,leadership characteristics,career development and management participation,have a significant impact on loyalty,while performance-pay and communication have almost no significant effect on loyalty;(3)according to the degree of influence,corporate culture has the greatest impact,followed by career development,management participation,and the least influential is the leadership characteristic.The observation variables of these four influencing factors will have an indirect impact on the three indicators of loyalty measurement,and all have the greatest impact on emotional loyalty.According to the research conclusion,we propose three strategies to improve employee loyalty: the employee’s own level,the company’s own level and the social level.First of all,employees must set their minds and clearly understand their identity in the bank;secondly,the construction of corporate culture should be people-oriented and focus on increasing humanistic care.The management of bank managers should change the recognitions of employees’ identities to make the employees feel the master status,and pay attention to their development at ordinary times.The development of employees requires the establishment of a fair,transparent,motivating,competitive,and remuneration system.Finally,the establishment of an analysis database of the reason for the bank’s employee dimission and the improvement of the bank’s own social status put forward the strategies to enhance employee loyalty.