ZH邮政公司青年员工激励问题研究

发布时间：2018-10-05 15:42

【摘要】：目前,青年员工已成长为企业发展的主力军。现有研究发现由于这一代人的成长环境不同,其需求与以往几代人存在显著差异,如何根据其需求特点,采用有用的激励措施,提升其工作的积极性从而提高企业效益,已是理论界和实践者研究的重点和难点。ZH邮政公司现有员工1278名,其中青年员工有460名,占了总员工数量的36%,且近年这部分员工流失出现了逐年增长的态势。现有的青年员工部分工作懈怠,普遍创造性不强。目前针对青年员工激励问题研究较多,取得的成果也较成熟,为本研究奠定理论基础,但是类似邮政这种百年国企,对其企业内部青年员工的激励展开研究,则相对较少。因此,本研究结合人力资源理论和相关文献构建激励因素量表,研究ZH邮政企业青年员工激励问题,并提出优化建议。本文开展相关研究既拓展和丰富青年员工激励理论研究领域,对ZH邮政公司青年员工管理有实践指导意义,同时希望能为同行业的企业在管理青年员工方面起到实践借鉴意义。本文首先采用文献法总结青年员工的定义及个性特征,通过访谈法对青年员工开展访谈,总结需求表,形成激励因素问卷调查量表,重点对ZH邮政公司青年员工进行问卷调查,收集员工对企业激励制度的满意度情况,使用spss19.0统计软件对收集的数据统计分析,研究青年员工的群体特征与企业的激励制度之间是如何相互影响的。通过数据分析,发现ZH邮政公司青年员工对个人发展这个激励因素满意度比较低,另外工作稳定性、员工关爱和组织文化三个激励因素对青年员工的激励也有一定的影响。此次研究创新发现了ZH邮政公司青年员工激励因素重要性排序,应优先激励个人发展因素,其次依序为工作稳定性、员工关爱和组织文化。最后,跟据研究发现与邮政公司现有的激励制度对比,照出问题,对现有激励制度提出完善建议。邮政是百年国有企业,有着较强的行业代表性,希望通过研究ZH邮政公司青年员工激励问题,为同行业的其他国有企业青年员工激励问题有借鉴意义,也希望更多的人关注青年员工的激励问题
[Abstract]:At present, young employees have grown into the main force of enterprise development. Existing studies have found that due to the different growing environment of this generation, there are significant differences between the needs of this generation and those of previous generations. According to the characteristics of their needs, how to adopt useful incentives to promote their work enthusiasm and thus improve the efficiency of enterprises. ZH Post Company has 1278 employees, of whom there are 460 young employees, accounting for 36% of the total number of employees, and in recent years this part of the staff turnover has been increasing year by year. Part of the existing young staff work slack, general creativity is not strong. At present, there are many researches on the motivation of young employees, and the results obtained are mature, which lays a theoretical foundation for this study. However, the research on the incentive of young employees in the enterprises is relatively few, such as postal service, which is a hundred years state-owned enterprise. Therefore, this study combined with human resources theory and related literature to construct incentive factor scale, to study the ZH postal enterprises young employees incentive problem, and put forward some suggestions for optimization. This paper not only expands and enriches the research field of young staff motivation theory, but also has practical guidance significance for the management of young employees of ZH Post Company. At the same time, it hopes that it can be used for reference in the management of young employees in the same industry enterprises. In this paper, the definition and personality characteristics of young employees are summarized by literature method, and the young employees are interviewed by interview method, the demand table is summarized, the questionnaire scale of motivation factors is formed, and the questionnaire survey of young employees of ZH Post Company is emphasized. This paper collects the satisfaction of the employee to the enterprise incentive system, analyzes the collected data by using the spss19.0 statistical software, and studies how the group characteristics of the young employees and the incentive system of the enterprise affect each other. Through data analysis, it is found that the young employees of ZH Post Company are less satisfied with the incentive factor of personal development, and the other three incentive factors, such as job stability, employee care and organizational culture, also have a certain impact on the motivation of young employees. The research found that the importance of motivation factors for young employees in ZH Post Company ranked first, followed by job stability, employee care and organizational culture. Finally, comparing with the existing incentive system of postal company, the author puts forward some suggestions on how to improve the incentive system. Postal service is a hundred years state-owned enterprise, has strong industry representative, hoped through the research ZH postal company young staff incentive question, has the reference significance for the same profession other state-owned enterprise young employee incentive question, I also hope that more people will pay attention to the incentive problem of young employees.
【学位授予单位】：广东财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F616

【参考文献】