Study On Employee Job Satisfaction Of N County Post Branch Post-90s Employees

N County Postal Branch has launched a series of initiatives around "cost reduction and efficiency enhancement" in response to the call of "China Post Group Corporation’s 14 th Five-Year Development Plan and 2035 Vision".However,in the past three years,the turnover rate of new employees after 90 years in N branch was as high as 83.8%,which led N branch to spend a high cost on recruitment and training of talents.At the same time,the high turnover rate of post-90 s employees also leads to the company’s talent ladder fault,the overall work efficiency is affected,complaints,resistance,laziness among post-90 s employees in N branch spread.The problem of how to effectively improve the job satisfaction of post-90 s employees in N Branch needs to be solved.This thesis takes post-90 s employees’ job satisfaction in N county postal branch as the research object,and firstly,we find out 16 influencing factors that affect post-90 s employees’ job satisfaction in N branch under the current environment through field research and in-depth interviews: salary and benefits,personal growth,sense of belonging,sense of achievement,sense of meaning,work content,work and rest system,work facilities,work autonomy,interpersonal relationship,information sharing,rules and regulations,performance management,management style,corporate future,and logistics services.The Kano-IPA questionnaire was designed to analyze these 16 influencing factors and found that:in terms of the types of influencing factors,the five influencing factors of sense of belonging,sense of achievement,sense of meaning,work autonomy,and management style are charming factors,and the post-90 s employees of N branch will be satisfied with their jobs due to the improvement of these factors,but will not be dissatisfied with their jobs due to the lack of these factors;the two factors of salary and benefits and personal growth are expected factors.The two factors of salary and benefits and personal growth are expectation-type factors.In terms of the importance and actual performance of the influencing factors,salary and benefits,personal growth,sense of belonging,work and rest system,work autonomy,interpersonal relationship,rules and regulations,performance management and management are the most important factors.In terms of the perceived importance and actual performance of the 10 influencing factors:compensation and benefits,personal growth,sense of belonging,work and rest system,work autonomy,interpersonal relationship,rules and regulations,performance management,management style,and corporate future,the perceived importance of these factors is high while the actual performance is relatively low and should be improved.Combining with the above two findings,the analysis concludes that in order to improve the job satisfaction of post-90 s employees in N branch,the seven influencing factors of work and rest system,performance management,personal growth,compensation and benefits,job autonomy,sense of belonging,management style should be improved as a priority.Finally,combining with the N branch’s current actual situation of N branch,we put forward the optimization plan and corresponding guarantee measures from four aspects: improving performance management,optimizing career planning management of employees’ rational planning of work and rest system,and strengthening emotional motivation,in order to improve the job satisfaction of post-90 s employees in N branch,and finally achieve the goal of improving the motivation of post-90 s employees and reducing their turnover rate.