GF公司员工激励因素研究

发布时间：2018-07-13 11:21

【摘要】：在当今信息迅速发展的时代,人才已成为企业的核心竞争力。GF公司是广电领域的高新技术企业,人才对它来说更为关键,成为企业生存发展的命脉,但是目前GF公司发展缓慢,甚至处于下滑状态,员工也极不稳定,各部门流失率都较高,且员工工作积极性低,工作效率慢,使整个企业没有生机和活力。此时企业的人力资源管理成为重中之重,目前如何激励员工,从而稳定员工并提高其工作的积极性成为GF公司急需解决的问题。本文通过对GF公司四个主要部门(研发、销售、技术支持和生产)的基层员工对各维度激励要素进行满意度调查,本文使用了文献法,问卷调查访谈法,定量分析法,主要运用了马斯洛的需求层次理论、奥尔德弗的ERG理论、赫茨伯格的双因素理论、麦克利兰的成就需求理论,分析了由于员工的个体差异对各维度激励因素满意度的影响,挖掘不同员工的需求特点,以及需求处于的状态,并系统分析了GF公司激励不足的原因,在此基础上,提出了相应的对策及建议。经过本文的调查研究,认为在GF公司不同个体差异的员工对各维度激励要素的存在显著性差异,不同年龄的员工在薪酬福利和个人发展维度激励要素满意度上呈显著性差异,年龄对薪酬福利的影响呈正相关,随着年龄的增加,薪酬福利的满意度越来越高。不同学历的员工在薪酬福利、个人发展及企业发展三个维度激励要素满意度上呈显著性差异,学历对薪酬福利的满意度呈正相关,而学历对个人发展和企业发展的满意度呈负相关。不同工作年限的员工,则是在薪酬福利、他人尊重和认可维度激励要素的满意度上呈显著性差异,工作年限对薪酬福利维度呈正相关。对于不同工作性质的员工,是在薪酬福利、工作关系、他人尊重与认可和领导素质四个维度激励要素满意度上呈显著性差异。根据员工个体差异引起不同维度激励要素满意度的差异性,得出GF公司目前存在的激励问题,从而分析激励问题产生的原因,并提出了相关的优化措施。
[Abstract]:In the era of rapid development of information, talent has become the core competitiveness of enterprises. GF Company is a high-tech enterprise in the field of radio and television. Talent is more critical to it and becomes the lifeblood of the survival and development of enterprises. But at present, the development of GF Company is slow. Even in the state of decline, the staff is also extremely unstable, the rate of loss of departments is high, and the staff work enthusiasm is low, work efficiency is slow, so that the whole enterprise has no vitality and vitality. At this time, the enterprise human resource management becomes the most important, how to motivate the staff, thus to stabilize the staff and improve their enthusiasm becomes the urgent problem that GF company needs to solve. This paper investigates the satisfaction of grass-roots employees in four main departments of GF (R & D, sales, technical support and production) to the incentive elements of each dimension. The paper uses the literature method, questionnaire interview method, quantitative analysis method. By using Maslow's hierarchy of demand theory, Alderford's ERG theory, Herzberg's two-factor theory and McLeland's theory of achievement demand, this paper analyzes the influence of individual differences on the satisfaction of incentive factors in all dimensions. This paper excavates the demand characteristics of different employees and the state in which the demand is in, and systematically analyzes the reasons for the lack of motivation in GF Company. On the basis of this, the corresponding countermeasures and suggestions are put forward. Through the investigation and research in this paper, it is concluded that there are significant differences between the employees of different individual differences in GF company on the incentive factors of each dimension, and the employees of different ages have significant differences in the satisfaction of salary, welfare and individual development dimensions. The effect of age on salary and welfare is positive correlation, with the increase of age, the satisfaction of salary and welfare is higher and higher. Employees with different degrees of education have significant differences in the satisfaction of salary benefits, personal development and enterprise development, and the degree of education has a positive correlation with the satisfaction of salary and welfare. However, the degree of education is negatively related to the satisfaction of individual development and enterprise development. Employees with different working years are significantly different in terms of salary benefits, respect and recognition of others, and positive correlation between working years and salary and welfare dimensions. For employees with different working nature, there are significant differences in four dimensions: salary and welfare, work relationship, respect and recognition of others and leadership quality. According to the difference of satisfaction degree of incentive factors in different dimensions caused by individual differences of employees, the incentive problems existing in GF Company are obtained, and the causes of incentive problems are analyzed, and the relevant optimization measures are put forward.
【学位授予单位】：中国地质大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G221;F272.92

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