职业倦怠视角下A公司基层员工激励策略研究

发布时间：2018-01-20 18:35

本文关键词： 职业倦怠 A公司基层员工激励策略　出处：《兰州交通大学》2014年硕士论文　论文类型：学位论文

【摘要】：当前,社会经济现代化进程日益加快,社会进步在给我们带来富裕和文明的同时,也带来了来自于社会、工作、家庭等各方面的挑战和压力。对于职场员工来讲,每天都能感受到社会的变化:发展速度之快、竞争压力之大、人际关系之杂、知识更新之频、人才增加之猛……这些外在环境的变化加大了职业人士的工作压力。于是,身心健康问题随之而来,职业倦怠也就产生了。职业倦怠,不仅危害个体的健康,同时还对企业和社会带来不可低估的负面影响,造成员工工作质量差、效率低。当前A公司正处在向内部节约挖潜、减员增效的精益管理转型期,管理的精细化同样对员工提出了更高的要求,生产任务饱满,工作节奏加快,员工工作任务量相对过去较多,国有企业激励机制不尽合理,基层员工发展空间受限,晋升渠道相对狭窄,在从事一个岗位工作时间较长、工作量较大的压力状态下,容易产生工作效率低下、个人成就感低下、人际关系处理失常,表现为“干好干差一个样”的慵懒心理,“磨洋工”、“领导在与不在的工作效果相差较大”,甚至出现缺勤率增多、离职或辞职倾向与动机明显等现象,在实际工作中形成了消极、得过且过的工作态度等,甚至将这些不良行为传递给周围同事……这些问题在一定程度上影响和制约着企业的健康运营和持续稳定发展。本文以属于易燃易爆国有化工的高危企业A公司为研究对象,针对基层员工,以职业倦怠相关理论为出发,从分析基层员工职业倦怠现状入手,结合A公司实际,通过对A公司250名基层员工发放职业倦怠状况的调查问卷,积极查找和分析企业基层员工产生职业倦怠的成因,指出了对A公司员工职业倦怠研究现状的紧迫性和必要性,揭示出制约A公司可持续发展的人力资源管理瓶颈问题,提出了在A公司研究倦怠性员工激励的可行性,并针对A公司基层员工职业倦怠现状提出了一系列有针对性的激励策略。本文的实施检验尚有待时日,其利弊还需在管理实践中进一步得到论证,理论上的总结提高还有待进一步完善。希望通过本论文的研究,能够引起A公司中高层管理人员对基层员工职业倦怠现象的关注和重视,从而有针对性地运用有效方法降低和缓解基层员工职业倦怠程度,也希望该研究策略对其它同类企业有一定的借鉴和帮助。
[Abstract]:At present, the process of social and economic modernization is accelerating day by day. Social progress not only brings us prosperity and civilization, but also comes from society and work. Family and other aspects of the challenges and pressures. For employees in the workplace, every day can feel the changes of society: rapid development, competition pressure, complex interpersonal relationships, knowledge update frequency. These changes in the external environment have increased the job pressure of professionals. As a result, problems of physical and mental health have followed, and job burnout has emerged. Job burnout is not only harmful to individual health. At the same time, it can not be underestimated the negative impact on enterprises and society, resulting in poor working quality and low efficiency. At present, company A is in the lean management period of tapping potential to internal economy and reducing staff and increasing efficiency. The fine management of the staff also put forward higher requirements, full production tasks, faster pace of work, the number of staff work tasks is relatively large, the incentive mechanism of state-owned enterprises is not reasonable. Grass-roots staff development space is limited, promotion channels are relatively narrow, in a position of longer working hours, the workload of the pressure state, easy to produce low work efficiency, low personal accomplishment. The malfunction of interpersonal relations is manifested in the lazy mentality of "doing well and doing badly", "idle work", "great difference between the work effect of leaders and those who are absent", and even an increase in absenteeism rate. The obvious tendency and motivation to quit or resign form negative and muddle attitude in the actual work. To some extent, these problems affect and restrict the healthy operation and sustainable and stable development of enterprises. In this paper, A company, a high risk enterprise belonging to flammable and explosive state chemical industry, is selected as the key factor. The subject of the study. Aiming at the grass-roots employees, based on the theory of job burnout, starting from the analysis of the status quo of grass-roots employees' job burnout, combined with the reality of company A. Through a survey of 250 grass-roots employees in company A, the causes of job burnout were found and analyzed actively. This paper points out the urgency and necessity of the research on employee burnout in company A, and reveals the bottleneck of human resource management which restricts the sustainable development of company A. This paper puts forward the feasibility of studying burnout motivation in company A, and puts forward a series of targeted incentive strategies in view of the current situation of job burnout of grass-roots employees in company A. the implementation of this paper is still to be tested for some time. Its advantages and disadvantages still need to be further demonstrated in the management practice, and the theoretical summary and improvement need to be further improved. It can arouse the attention and attention of the senior management of company A to the phenomenon of job burnout of the grass-roots employees, so as to use effective methods to reduce and alleviate the degree of occupational burnout of the grass-roots employees. Also hope this research strategy has certain reference and help to other similar enterprises.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.48

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