建筑施工企业青年员工激励因素研究

发布时间：2018-02-27 08:09

本文关键词： 建筑施工员工激励青年员工　出处：《石家庄铁道大学》2013年硕士论文　论文类型：学位论文

【摘要】：“人力资源是资本,是价值的源泉,而不是费用”,这是人力资源管理在发展过程中的重要共识。所以企业试图在激烈的竞争中获得竞争优势,就必须重视人才的竞争。员工激励是人才竞争的重要手段,充分挖掘员工的潜能,使之更好的为企业服务。随着经济的发展,我国基础设施建设进程得到加快,涉及的行业包括铁路、公路、港口、机场、房地产等方面。建筑施工产值逐年增加,各种社会劳动力不断的加入到这个行业中。其中有一大批的青年员工新加入这个行业,或者是已经在这个行业工作了一段时间。本文选择建筑施工企业青年员工为研究对象,目的是通过对目前建筑施工行业青年员工的激励现状进行调查分析,并根据调查分析结果提出相应的对策,促进建筑施工行业青年员工的个人成长,通过激励措施提高青年员工的工作积极性,以此提高企业的竞争能力,保障建筑施工企业健康发展。近年来,伴随着建筑施工业产值迅速增加、固定资产投资稳步上升的大环境,建筑施工从业人员的快速增长,青年员工所占的比例有所增加。所以由此提出对从业人员队伍中“青年员工”这一人群激励的问题。接着回顾了员工激励相关的文献与理论,为后文的研究做了理论准备。然后运用统计分析的方法,即提出假设、问卷调查、数据分析整理、验证假设,对建筑施工行业的青年员工激励做了系统的分析,主要分析方法包括描述性统计、主成分分析、对比分析、显著性检验等。本文的问卷调查涉及五个激励因素,分别是个人成长、薪酬福利、团队关系、工作成就、工作环境。通过分析发现,对建筑施工行业青年员工激励程度较大的是个人成长因子与薪酬福利因子。因此,文章在第五部分针对青年员工个人成长激励与薪酬福利激励提出了相应的对策。最后对全文进行总结概括,得出主要结论,并分析了本文的研究不足以及文章后续研究的方向。总体而言,对建筑施工业青年员工激励的最重要的两个因子是个人成长和薪酬福利。因此建筑业的各个企业可以根据自身企业的特点,结合个人成长与薪酬福利的因子,提高青年员工的激励效果,为企业发展提供力量。
[Abstract]:"Human resource is capital, source of value, not cost", which is an important consensus in the development of human resources management. So enterprises try to gain competitive advantage in the fierce competition. It is necessary to attach importance to the competition of talents. Employee motivation is an important means of talent competition. It can fully tap the potential of employees and make them serve enterprises better. With the development of economy, the process of infrastructure construction in China has been accelerated. The industries involved include railways, highways, ports, airports, real estate, and so on. The output value of construction has increased year by year, and various social labor forces have been joining the industry. Among them, a large number of young workers have joined the industry. Or has been working in this industry for a period of time. This paper chooses the young employees of construction enterprises as the research object, in order to investigate and analyze the incentive status of young workers in the construction industry at present. According to the results of investigation and analysis, the corresponding countermeasures are put forward to promote the individual growth of young employees in the construction industry, and to improve the working enthusiasm of young employees through incentive measures, so as to improve the competitiveness of enterprises. To ensure the healthy development of construction enterprises. In recent years, with the rapid increase in the output value of the construction industry and the steady increase in fixed assets investment, the construction workers have grown rapidly. The proportion of young employees has increased. Therefore, the question of "young employees" in the workforce is raised. Then, the relevant literature and theories on employee motivation are reviewed. Then the paper makes a systematic analysis of the young employees' motivation in the construction industry by using the methods of statistical analysis, that is, putting forward the hypothesis, questionnaire survey, data analysis and collation, and verifying the hypothesis. The main analysis methods include descriptive statistics, principal component analysis, comparative analysis, significance test and so on. The questionnaire in this paper involves five motivating factors: personal growth, salary and welfare, team relationship, work achievement, etc. Work environment. Through the analysis, it is found that the individual growth factor and salary and welfare factor are the most motivating factors to the young employees in the construction industry. In the 5th part, the author puts forward the corresponding countermeasures for the individual growth incentive and the salary and welfare incentive of the young employees. Finally, it summarizes the whole paper, draws the main conclusions, and analyzes the deficiency of the research in this paper and the direction of the follow-up research of the article. In general, the two most important factors to motivate young employees in construction industry are personal growth and salary and welfare. Therefore, according to the characteristics of their own enterprises, the construction enterprises can combine the factors of personal growth and salary and welfare. To improve the incentive effect of young employees and provide strength for the development of enterprises.
【学位授予单位】：石家庄铁道大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92

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