Research On Performance Improvement Strategies Of Front-line Employees Of State-owned Bank B

The current international situation is complex and volatile,with significant downward pressure on the domestic economic situation.Affected by the spread of multiple epidemic situations,the operating financial situation is not optimistic,and the banking industry is facing increased pressure.At the same time,the integration of the Internet and finance has created Internet finance,which has brought opportunities for the development of traditional banking industry and also posed new challenges for the traditional banking industry.However,due to their large size,outdated mechanisms,fewer innovative businesses,and a shortage of innovative talents,state-owned large banks have reduced their core competitiveness and suffered a serious loss of talent and customers.Therefore,in the face of the new situation,strengthening the performance evaluation mechanism for frontline employees,stimulating their work initiative and innovation ability,and improving their work performance are one of the key points in promoting the development of the banking industry.Firstly,through reading relevant literature and summarizing the author’s experience as a frontline employee in a bank’s grassroots outlets,this article concludes that the factors that affect the work performance of frontline employees in a bank include compensation justice,internal organizational relationships,and employee self-efficacy.Based on this,three hypotheses are proposed: compensation justice has a significant positive effect on the performance of bank frontline employees;Good internal organizational relationships have a significant positive impact on the performance of bank frontline employees;Employee self-efficacy has a significant positive effect on the performance of bank frontline employees.Secondly,based on research assumptions,previous literature,and work experience,this article prepares a frontline job performance survey scale,and organizes a questionnaire survey.Based on the summary of the questionnaire,SPSS26.0 was used to conduct correlation analysis and regression analysis on the questionnaire results to verify the hypothesis.Then,based on assumptions,we analyzed the current performance of frontline employees in Bank B and found that there are issues such as inadequate incentive mechanisms that affect compensation justice,insufficient emphasis on internal relationships within the organization,and low enthusiasm for employees to take the initiative to work.Subsequently,based on assumptions,through in-depth analysis of the factors affecting the work performance of Bank B’s frontline employees,and propose corresponding countermeasures.Finally,a summary of the research in this article is made,and future research prospects are proposed.This article believes that the promotion of frontline employees in Bank B should promote compensation justice in various ways,providing institutional protection for job performance improvement;Optimize internal relationships within the organization to provide organizational support for job performance improvement;Improve employee self-efficacy and provide personnel protection for job performance improvement.It is hoped that this study can promote the performance improvement of frontline employees of Bank B and provide theoretical support for the steady development of Bank B.At the same time,this article has certain reference significance for the performance improvement of frontline employees of state-owned large banks.