摘 要 农村信用社的工作要求十分严格，而且在一定程度上存有重复性，员工的压力非常大，这容易导致员工产生厌倦心理。加强企业自身文化建设，增强员工与上级的直接沟通，不断提高员工自身的职业素质与工作能力，对于提高员工的工作满意度，充分发挥员工的创造性，实现员工自身成长与企业长远发展的“双赢”结果具有不可估量的作用。基于以上原因，取得长远发展的企业都把提高员工的工作满意度作为自己管理工作的核心内容。 本文在对以往文献研究的基础上，从山东省农村信用社实际工作情况的角度出发，将研究其对员工工作满意度的影响作用作为主题。首先，本文对国内外有关员工工作满意度的研究理论进行了归纳与梳理，然后选取预测试问卷对山东省农村信用社的员工进行预测试，之后，根据预测试的统计结果对问卷进行修订，形成最终的正式测试问卷；接着，进行正式测试，统计梳理测试数据，总结出山东省农村信用社员工工作满意度低等问题以及员工在工作满意度方面的实际需求；随后，根据内容型激励理论与过程性激励理论探究信用社员工工作满意度低的根本原因，主要是企业文化建设不到位，员工与直接上级的沟通不顺畅，员工自身学习环境欠佳，没有良好的成长条件等；最后，根据以上分析，提出管理建议与改善方案，一方面切实加强企业自身文化建设，另一方面，增强员工与直接领导之间的沟通交流，第三，为员工创造良好的成长环境，激励员工不断提高自身素质。 本文研究对于提高山东省农村信用社员工的工作满意度，完善企业管理制度特别是员工激励制度，提升农村信用社市场竞争力具有非常重要的促进作用，对农村信用社乃至金融行业员工工作满意度的提高具有一定的参考价值。

ABSTRACT It is very hard to work in rural credit cooperatives, and to some extent, being repetitive, staff's pressure is very big, so it is easy to cause employees to feel tired of psychology. To strengthen the construction of their own culture, strengthen the communication between the direct supervisor of the staff, constantly improve the staff's own professional quality and ability to work, these play an immeasurable role in improving the staff's job satisfaction, giving full play to the staff's creativity, realizing the staff own growth and long-term development of "win-win" result. Based on the above reasons, the enterprises obtaining long-term development put it as the core content of management work to improve the employee's job satisfaction. Based on previous literature research, from the perspective of rural credit cooperatives of Shan dong province actual work situation, the study puts its impact on employee job satisfaction as a subject, first of all, in this paper, domestic and foreign research theory has been carried on the summary about employees’ job satisfaction and comb, and then select the pre-test questionnaire for Shan dong province rural credit cooperatives of employees trying to forecast, after, according to the statistical results of pre-test questionnaire revised, form the final formal test questionnaire; after testing data, for a formal test, statistics, summing up the rural credit cooperatives of Shan dong province employees’ job satisfaction is low, and the actual needs of employees in terms of job satisfaction; next, according to the content type incentive theory and procedural incentive theory to explore the root cause of the credit union employee job satisfaction that is low, mainly the enterprise culture construction does not reach the designated position, and the communication between the staff and the direct supervisor is not smooth, and the poor staff own learning environment, there's not a good growth condition, finally, according to the above analysis, providing the management suggestions and improvement scheme, on the one hand, strengthen the enterprise culture construction itself, on the other hand, enhance the communication between the employees and direct leadership, thirdly, create a good environment for the employees, motivate employees to improve their own quality. This paper has a very important role in improving the employee's job satisfaction of rural credit cooperatives in Shan dong province, improving enterprise management system, especially the staff incentive system, improving market competitiveness and promoting rural credit cooperatives, rural credit cooperatives financial industry, and even has a certain reference value in the improvement of employee job satisfaction.