中石油西部管道公司员工激励机制优化研究

发布时间：2018-02-27 10:04

本文关键词： 员工激励影响因素机制优化　出处：《大连海事大学》2013年硕士论文　论文类型：学位论文

【摘要】：加入世贸组织以后,中国企业和跨国公司的第一场遭遇战不是产品,也不是市场,而是人力资本的争夺。人类的经济发展进入了知识经济时代,知识和技能正逐渐衍生成为一种生产资料,掌握知识和技能也就成为了生产资料的主人。知识和技能的掌握者已经和传统意义上的资本以及有形资产,一起成为了生产要素的一部分,这就出现了一个新的概念——人力资本。人力资本在生产过程中发挥了巨大的作用,要运用好人力资本,完善、系统的激励机制是不可或缺的,这也是一个企业成熟和发展的标志。随着国内市场国际化的发展趋势,使得中石油西部管道公司不仅面临着国内市场的激烈竞争,更面临着国际大公司的挑战。国际大公司有着现代化的管理机制、先进的生产技术和高素质的人力资源,这必将对中石油西部管道公司的发展带来威胁。中石油西部管道公司要想获得长久竞争力的关键因素是人才的充分利用和不断激励。本论文通过运用激励的主要理论,以激励理论启示为切入点,对中石油西部管道公司员工激励现状的实证、规范分析,得出西部管道公司员工激励优化的基本思路,找出基于激励影响因素及员工类型的优化路径,对西部管道公司乃至油气管道企业员工激励研究具有较强的参考价值。本文采用访谈与问卷调查相结合的研究方法,在获取调查数据后,运用SPSS15.0统计软件对数据进行信度分析、因子分析、描述性统计分析、方差分析、回归分析和相关分析。最后得到的研究结果,激励元素的权重与员工的个人特征有直接联系。对于公司的管理人员和从事技术工作的员工来说,更适宜采用内在性激励；对于行政人员、操作人员和其他岗位,更注重外在性激励；物质激励、工作环境、工作本身、个人发展、外部竞争和内部竞争这六个指标与激励满意程度均存在显著相关性,证明该六因素就是构成西部管道公司员工激励的重要影响因素；通过回归分析得出物质激励和工作本身对激励效果的影响和贡献较大,而外部竞争和内部竞争的贡献较小。
[Abstract]:After China's entry into the WTO, the first encounter between Chinese enterprises and multinational corporations is not a product or a market, but a scramble for human capital. The economic development of mankind has entered the era of knowledge economy. Knowledge and skills are gradually emerging as a means of production, and mastering knowledge and skills becomes the master of the means of production. The knowledge and skills master has been associated with capital and physical assets in the traditional sense, It has become a part of the factors of production together, and a new concept, human capital, has emerged. Human capital has played a great role in the production process. To make good use of human capital, perfect and systematic incentive mechanism is indispensable. This is also a sign of maturity and development of an enterprise. With the trend of internationalization of the domestic market, CNPC is not only facing fierce competition in the domestic market. They also face the challenge of large international companies, which have modern management mechanisms, advanced production technology and high quality human resources. This will certainly threaten the development of PetroChina Western Pipeline Company, the key factor of which is to make full use of talents and encourage them continuously. Based on the main theory of incentive and the inspiration of incentive theory, this paper analyzes the current situation of staff incentive in PetroChina Western Pipeline Company, and obtains the basic idea of staff incentive optimization in China Western Pipeline Company. To find out the optimal path based on incentive factors and employee types has a strong reference value for the study of employee motivation in western pipeline companies and even oil and gas pipeline enterprises. This paper adopts the research method of interview and questionnaire, after obtaining the survey data, the reliability analysis, factor analysis, descriptive statistical analysis, variance analysis of the data are carried out by using the SPSS15.0 statistical software. Regression analysis and correlation analysis. Finally, the weight of incentive elements is directly related to the individual characteristics of employees. For managers and employees engaged in technical work, it is more appropriate to adopt intrinsic motivation; For administrative personnel, operators and other posts, more attention is paid to external incentives; material incentives, working environment, work itself, personal development, external competition and internal competition are all significantly related to the degree of incentive satisfaction. It is proved that these six factors are the important influencing factors of employee incentive in western pipeline company, and through regression analysis, it is concluded that the material incentive and work itself have great influence and contribution to the incentive effect, but the external and internal competition have less contribution to the incentive effect.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.2

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