基于心理契约的宜信普惠公司90后销售人员激励研究

发布时间：2019-04-13 08:19

【摘要】：新世纪以来,中国国家经济体制改革的深化,以及国家政策对创业的扶持,企业的生存和发展处于激烈的竞争中。然而,企业生存和发展的根本在于人,积极向上富有创造力的企业员工是企业在大浪淘沙中屹立不倒的基础。2007年,P2P小额信贷的商业模式传入中国并迅速发展,相关公司不但涌现,行业竞争异常激烈。小额信贷公司的销售人员作为沟通客户与公司的桥梁,成为了公司打开市场,稳定发展的重要力量。目前,90后的新鲜血液已经注入了各行各业。在小额信贷公司中,90后的销售人员已经是销售端队伍中的主力军。每个年代的人都有其时代的特点,身上带着时代赋予的烙印。不同于70后和80后,90后人群成长于我国改革开放成效显著的时期,受益于国外新思想的传入和互联网的迅猛发展,具有开阔的视野,容易接受新生事物,敢于创新,富有激情。如何根据90后销售人员的特点,分析90后销售人员的需求,并采取相应有效的措施来激励90后员工,成为了当前摆在小额信贷企业人力资源部门面前的重要课题。根据以上分析,为研究小额信贷公司中90后销售人员的激励,本文针对宜信普惠公司90后销售人员这一特定群体,以心理契约理论和激励理论为指导,以文献分析法、访谈法和问卷调查法为手段,利用统计学分析方法展开实证研究。通过实证研究来确定该行业90后销售人员心理契约的内容、验证90后销售人员心理契约的维度,并用方差分析来探究影响心理契约各维度的因素。根据分析结果,归纳出小额信贷行业中的90后销售人员的心理契约的一般内容及当前公司对员工心理契约的履行程度,结合激励理论,提出相应的激励措施。本文的主要结论:(1)实证研究验证了宜信普惠公司90后销售人员的心理契约主要分为交易型心理契约、关系型心理契约和发展型心理契约三种类型。(2)性别、学历、入职时间、职位等因素对心理契约各维度没有显著影响(3)为提高90后销售人员的工作积极性,宜信普惠公司需要从心理契约的三个维度对员工进行激励,三个维度的重要性由高到低依次为发展型维度、交易型维度、关系型维度。本文的创新点主要有两点:研究对象的创新和研究视角的创新。研究对象是90后销售人员。目前研究销售人员激励的文献较多,但都是将销售人员作为一个整体来论述,不能很好区分每个年龄群体心理上的差异性。对于90后这一新进入职场的群体的研究不足。本文采用访谈法和问卷调查法等方法,研究特定行业特定年龄销售人员的激励,具有一定的创新性。研究宜信普惠公司90后销售人员的视角是心理契约。心理契约理论的研究在当前仍然仍处于快速发展阶段,国内外研究中大多将心理契约理论应用于企业研发人员、知识型员工等对象上,从心理契约视角研究销售人员激励的文献不多。
[Abstract]:Since the new century, with the deepening of the reform of China's national economic system, as well as the support of national policies for entrepreneurship, the survival and development of enterprises are in fierce competition. However, the survival and development of enterprises lies in human beings, and active and creative employees are the foundation of enterprises standing in the big waves and sand. In 2007, the business model of P2P microcredit was introduced into China and developed rapidly, and in 2007, the business model of P2P microcredit was introduced into China and developed rapidly. Related companies not only emerge, the industry competition is extremely fierce. As a bridge between the customers and the company, the sales staff of the microcredit company has become an important force to open the market and stabilize the development of the company. At present, the post-90s' fresh blood has been injected into various industries. In microcredit companies, the post-90s sales staff is already the main force in the sales team. People of each age have their own characteristics of the times, bearing the brand given by the times. Unlike the post-70s and post-80s, the post-90s population grew up in the period of remarkable reform and opening-up in China, benefited from the introduction of new ideas from abroad and the rapid development of the Internet, had a broad vision, was easy to accept new things, and dared to innovate. Full of passion. According to the characteristics of post-90s salesmen, how to analyze the needs of post-90s salesmen and take corresponding effective measures to motivate post-90s employees has become an important subject in front of the human resources department of micro-credit enterprises at present. According to the above analysis, in order to study the motivation of post-90s salesmen in microcredit companies, this paper aims at the special group of post-90s salesmen in Yixin Puhui Company, guided by psychological contract theory and incentive theory, and with the method of literature analysis. The methods of interview and questionnaire were used to carry out the empirical study by means of statistical analysis. Through empirical research to determine the content of psychological contract of post-90s salespeople in this industry, to verify the dimensions of psychological contract of post-90s salespeople, and to explore the factors that affect the dimensions of psychological contract by variance analysis. According to the results of the analysis, the general contents of the psychological contract of the post-90s salesmen in the microcredit industry and the degree to which the company performs the psychological contract of the employees are summarized, and the corresponding incentive measures are put forward in combination with the incentive theory. The main conclusions of this paper are as follows: (1) the empirical study verifies that the psychological contract of the post-90s salesmen in Yixin Puhui Company is mainly divided into three types: transaction psychological contract, relational psychological contract and developmental psychological contract. (2) gender, education, and so on. Entry time, position and other factors have no significant impact on all dimensions of psychological contract (3) in order to improve the work enthusiasm of post-90s sales staff, Yixin Puhui Company needs to motivate employees from the three dimensions of psychological contract. The importance of the three dimensions is developmental dimension, transactional dimension and relational dimension from high to low. The innovation of this paper mainly has two points: the innovation of the research object and the innovation of the research perspective. The object of study is the post-90s sales staff. At present, there are many literatures about the motivation of salespeople, but they are all discussed as a whole, so they can not distinguish the psychological differences of each age group very well. There is insufficient research on the post-90s group, a new entry into the workplace. This paper adopts the methods of interview and questionnaire to study the incentive of sales personnel of specific age in a particular industry, which has some innovation. The study of post-90s sales staff of Yixin Puhui Company is from the perspective of psychological contract. At present, the research of psychological contract theory is still in the rapid development stage. Most of the domestic and foreign researches apply psychological contract theory to enterprise R & D personnel, knowledge workers and other objects. There are few literatures from the perspective of psychological contract to study the motivation of sales staff.
【学位授予单位】：宁波大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.39

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