基于双因素理论的我国新生代知识型员工激励因素及对策研究
发布时间：2018-07-24 22:01
【摘要】：近年来,随着“80后、90后”逐渐涌入劳动力市场,新生代员工已经成为我国企业人力资源的重要组成部分,加上新生代受教育程度普遍较高,其在社会经济和企业发展中的作用也日益突显。对于这批具有鲜明时代特征和个性的群体,企业该如何吸引和留住,并且高效地培养和激励他们,是保障企业在知识更新速度日益加快的经济环境中欣欣向荣所必然要面对和解决的问题。因此,把握新生代知识型员工的个性特征、挖掘潜在需求,对新生代知识型员工进行有效的激励,已然成为现代企业人力资源管理研究中的重要课题。本文将新生代知识型员工狭义地界定为1980年至1995年间出生的具有大专及以上学历的员工,在梳理了激励因素的研究成果和经典激励理论的基础上,探讨了赫兹伯格的激励-保健双因素理论对于分析我国新生代知识型员工激励因素的适用性,并以此理论作为文章的研究框架。结合新生代知识型员工成长环境,探讨了新生代知识型员工的个性特征和职业观念,指出当前新生代知识型员工激励中存在的问题,进而展开研究。在定性研究方面,基于赫兹伯格的双因素理论原理,尝试构建针对新生代知识型员工的激励因素假设模型；在定量研究方面,以双因素理论中的传统激励因素为基础,通过小范围新生代知识型员工的访谈,最终提炼了18项激励因素构成调查问卷,对问卷回收的数据运用SPSS20.0统计软件对新生代知识型员工的激励因素进行深入的实证研究,基于实证研究结果对原有理论模型提出了修订建议。本文实证研究结果有：(1)新生代知识型员工认为18项激励因素有着非常重要的激励作用,按重要程度排序前五项激励因素依次是：薪酬福利、领导素质、晋升发展、工作挑战和管理制度。(2)新生代知识型员工对项激励因素感受到的满意程度普遍较低,其中让他们感到最不满意的5项激励因素分别是：工作成就、工作时间、工作环境、参与管理和能力发挥。(3)18项激励因素可划分为保健因素和激励因素两个维度,但与赫茨伯格的激励因素划分发生了明显变化,如薪酬福利已经从以往的保健因素变为激励因素。(4)年龄、最高学历、跳槽经历等变量对激励因素的重视程度有着显著影响。最后,结合上述研究结果,从激励因素应用的角度对新生代知识型员工的激励提出了有针对性的策略和建议。
[Abstract]:In recent years, with the "post-80s, post-90s" gradually pouring into the labor market, the new generation of employees has become an important part of the human resources of enterprises in our country, and the new generation has generally higher education level. Its role in the social economy and enterprise development is also increasingly prominent. For these groups with distinctive characteristics and personality of the times, how should enterprises attract and retain, and efficiently cultivate and motivate them, It is an inevitable problem for enterprises to face and solve in the economic environment where the speed of knowledge renewal is accelerating day by day. Therefore, it has become an important subject in the research of modern enterprise human resources management to grasp the personality characteristics of the new generation of knowledge workers, tap the potential demand, and provide effective incentives to the new generation of knowledge workers. In this paper, the new generation of knowledge workers are narrowly defined as employees with college or above degrees born between 1980 and 1995. On the basis of combing the research results of incentive factors and classical incentive theory, This paper discusses the applicability of Herzberg's theory of motivation-health dual factors in analyzing the motivation factors of the new generation of knowledge workers in China, and takes the theory as the research framework of this paper. Combined with the growth environment of the new generation of knowledge workers, this paper probes into the personality characteristics and professional concepts of the new generation of knowledge workers, points out the problems existing in the incentive of the new generation of knowledge workers, and then carries out the research. In qualitative research, based on Herzberg's two-factor theory, this paper attempts to build a hypothetical model of motivation factors for the new generation of knowledge workers, and in quantitative research, it is based on the traditional incentive factors in the two-factor theory. Through the interview of the new generation of knowledge workers in small scale, 18 items of incentive factors are extracted from the questionnaire, and the data collected from the questionnaire are analyzed by SPSS20.0 software, and the incentive factors of the new generation of knowledge workers are studied empirically. Based on the results of empirical research, some suggestions are put forward for the revision of the original theoretical model. The empirical results of this paper are as follows: (1) the new generation of knowledge workers think that 18 incentive factors play a very important role, the first five incentive factors in order of importance are: salary and welfare, leadership quality, promotion and development. Job challenge and management system. (2) the satisfaction of the new generation of knowledge workers in terms of incentive factors is generally low, among which the five incentive factors that make them feel the most dissatisfied are: work achievement, working time, working environment, etc. (3) Eighteen incentive factors can be divided into two dimensions: health factor and incentive factor, but the division of incentive factors with Hertzberg has changed obviously. For example, the salary and welfare has changed from the health care factor to the incentive factor. (4) the factors such as age, highest educational background and job hopping experience have a significant influence on the importance of incentive factors. Finally, combined with the above research results, this paper puts forward some specific strategies and suggestions for the motivation of the new generation of knowledge workers from the perspective of the application of incentive factors.
【学位授予单位】：上海社会科学院
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92
[Abstract]:In recent years, with the "post-80s, post-90s" gradually pouring into the labor market, the new generation of employees has become an important part of the human resources of enterprises in our country, and the new generation has generally higher education level. Its role in the social economy and enterprise development is also increasingly prominent. For these groups with distinctive characteristics and personality of the times, how should enterprises attract and retain, and efficiently cultivate and motivate them, It is an inevitable problem for enterprises to face and solve in the economic environment where the speed of knowledge renewal is accelerating day by day. Therefore, it has become an important subject in the research of modern enterprise human resources management to grasp the personality characteristics of the new generation of knowledge workers, tap the potential demand, and provide effective incentives to the new generation of knowledge workers. In this paper, the new generation of knowledge workers are narrowly defined as employees with college or above degrees born between 1980 and 1995. On the basis of combing the research results of incentive factors and classical incentive theory, This paper discusses the applicability of Herzberg's theory of motivation-health dual factors in analyzing the motivation factors of the new generation of knowledge workers in China, and takes the theory as the research framework of this paper. Combined with the growth environment of the new generation of knowledge workers, this paper probes into the personality characteristics and professional concepts of the new generation of knowledge workers, points out the problems existing in the incentive of the new generation of knowledge workers, and then carries out the research. In qualitative research, based on Herzberg's two-factor theory, this paper attempts to build a hypothetical model of motivation factors for the new generation of knowledge workers, and in quantitative research, it is based on the traditional incentive factors in the two-factor theory. Through the interview of the new generation of knowledge workers in small scale, 18 items of incentive factors are extracted from the questionnaire, and the data collected from the questionnaire are analyzed by SPSS20.0 software, and the incentive factors of the new generation of knowledge workers are studied empirically. Based on the results of empirical research, some suggestions are put forward for the revision of the original theoretical model. The empirical results of this paper are as follows: (1) the new generation of knowledge workers think that 18 incentive factors play a very important role, the first five incentive factors in order of importance are: salary and welfare, leadership quality, promotion and development. Job challenge and management system. (2) the satisfaction of the new generation of knowledge workers in terms of incentive factors is generally low, among which the five incentive factors that make them feel the most dissatisfied are: work achievement, working time, working environment, etc. (3) Eighteen incentive factors can be divided into two dimensions: health factor and incentive factor, but the division of incentive factors with Hertzberg has changed obviously. For example, the salary and welfare has changed from the health care factor to the incentive factor. (4) the factors such as age, highest educational background and job hopping experience have a significant influence on the importance of incentive factors. Finally, combined with the above research results, this paper puts forward some specific strategies and suggestions for the motivation of the new generation of knowledge workers from the perspective of the application of incentive factors.
【学位授予单位】：上海社会科学院
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92
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