绍兴D保安服务公司保安员激励机制研究

发布时间：2018-11-25 14:11

【摘要】：现代保安服务业作为一种提供安全服务的特殊行业,在国外已经有超过150年的发展历史,目前全球保安行业市场规模已经超过1500亿美元,是现代服务业的重要门类之一。2010年元月1日是我国保安业历史上的重要一天,《保安服务管理条例》正式出台,首次确认了我国保安服务业市场化发展方向,为国内保安服务业发展提供了历史性机遇。7年来,虽然各地民营保安服务公司成长迅速,但许多公司内部管理上依然存在许多问题,保安员工作积极性低、离职率高的现象广泛存在。论文首先针对保安服务企业保安员激励问题的相关书籍和文献进行整理阅读和系统研究。以浙江省绍兴市D保安服务公司为具体研究对象,对公司的管理层领导进行访谈,了解公司保安员的思想现状。以层次需求理论、双因素理论、目标理论等激励理论为理论基础,梳理保安员对保安工作本身、薪酬待遇、晋升与发展、同事间关系、与上级领导关系等五大方面最为关心关注的一系列问题,编制保安员工作满意度调查问卷,向D公司保安员进行发放问卷、解释、填写、回收,再进行数据分析研究。论文提出,以D保安服务公司经营现状为基础、发展目标为导向,根据不同年龄、不同文化程度、不同工作部门保安员在满意度和需求方面的不同倾向,有针对性地制定保安员激励机制,包括薪酬待遇、工作环境、企业文化、员工发展需求、目标和荣誉激励等方面。最后列出对D保安服务公司保安员激励机制的保障措施。目前,国内对保安企业一线保安员激励机制的理论和实证分析研究较少,绍兴D保安服务公司作为浙江绍兴地区规模最大的民营保安服务公司之一,具有较强的典型性和代表性,本文的研究结论,可以为国内其他民营保安服务公司保安员管理提供参考,对促进我国保安服务行业健康发展也有一定的启示作用。
[Abstract]:As a special industry providing security services, the modern security service industry has a history of more than 150 years in foreign countries. At present, the scale of the global security industry market has exceeded 150 billion US dollars. January 1, 2010 is an important day in the history of China's security industry. The "regulations on Security Service Management" was formally promulgated, which for the first time confirmed the market-oriented development direction of our country's security service industry. This has provided a historic opportunity for the development of the domestic security services industry. In the past seven years, although private security service companies in various localities have grown rapidly, there are still many problems in the internal management of many companies, and the enthusiasm of security guards is low. High turnover rates are widespread. Firstly, the paper makes a systematic study on the related books and literature about the security guard incentive problem in the security service enterprises. Taking Shaoxing D Security Service Company of Zhejiang Province as the specific object of study, the management leaders of the company were interviewed to understand the current situation of the company's security guards. Based on the theory of hierarchical demand theory, two-factor theory, goal theory and so on, this paper combs the security guards' relationship with security work itself, salary, promotion and development, and the relationship between colleagues. A series of issues concerning the relationship between the security guards and their superiors are discussed in this paper. A questionnaire on job satisfaction of security guards is compiled, and a questionnaire is issued to the security guards of company D to explain, fill out, recover and analyze the data. The paper puts forward that, based on the current situation of D security service company, the development goal is oriented, according to different age, different education level, different work department security guards' different tendency in satisfaction and demand. Develop incentive mechanism for security guards, including salary, working environment, corporate culture, employee development needs, goal and honor incentive and so on. Finally, the security incentive mechanism of D security service company is listed. At present, there are few theoretical and empirical studies on the incentive mechanism of front-line security guards in China. Shaoxing D Security Service Company is one of the largest private security service companies in Shaoxing, Zhejiang Province. It has strong typicality and representativeness. The conclusion of this paper can provide reference for the management of security guards of other private security service companies in our country, and also has certain enlightenment function to promote the healthy development of the security service industry in our country.
【学位授予单位】：浙江工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F719

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