基于心理契约的地勘单位青年职工激励机制研究
发布时间：2019-02-19 13:22
【摘要】：上世纪九十年代末,由于地质找矿工作减少,国家地勘单位接不到工作任务,很多单位已经停止招收人才,而我国沿海地区经济跨越式发展,商业地质和大地质服务项目井喷式增长,使国家地勘单位地质专业的人力资源持续往大中城市和具有良好经济效益的民营企业流动;还有职工正常离退休,因故调动、变更工作岗位以及其他原因,使地勘单位在岗工作人员结构老化,出现断层。目前,在地域和单位之间,专业人才资源呈两极化分布的态势日趋严重。而高级工程师和进入市场竞争所必须的各种经营、经济、信息等专业的高层次人才的匮乏,也限制了我国地勘单位的经济发展。各家地勘单位通过校园招聘、公开选拔,吸收了大量"80后"、"90后"杰出大学毕业生进入地勘队伍,青年作为一支新生力量,为地勘单位补充了新鲜血液,步入了经济不断发展的社会舞台。因此,如何管理好、使用好、保留好这批优秀而富有个性的青年地质人,在现在的经济环境下保持青年职工的积极性和创造性,为单位和个人带来效益,是地勘单位在管理中需要关注和研究的重点。而在无论物质薪酬还是非物质薪酬普遍得不到满足的情况下,心理契约将会对青年职工起到更为关键的激励作用。在此基础上,以心理契约为研究的切入点,研究其对青年职工的激励作用将具有重要的意义。本文主要针对地勘行业青年职工的心理契约激励机制进行调查研究和设计论证。首先以激励理论为研究基础,运用焦点访谈法,对402队的数十名不同岗位的青年职工就组织与青年职工之间承诺的责任项目进行访谈,得出青年职工的心理契约要素指标,并在文献综述的基础上对心理契约要素指标进行补充,最终确定了组织应该为青年职工承担的29项责任以及青年职工应对组织承担的23项责任,编制出青年职工心理契约调查问卷。随后,在全单位范围内发放问卷。通过问卷调查得到青年职工对各项心理契约要素指标重要程度的评价,再通过SPSS软件进行统计分析,得到包含四个维度、29项指标的青年职工心理契约要素指标体系。其次,以青年职工的心理契约要素指标体系为依据,设计调查问卷,请作为青年职工代表群体的调查对象给各项需求要素指标在实际工作中的满意度进行评分,对当前我国地勘单位青年职工的心理契约满足激励效果作出评价。调查结果显示,青年职工认为“显著满意”的心理契约要素有1项,认为“比较满意”的有22项、认为“欠缺满意”的有6项。最后,基于我国地勘单位青年职工心理契约满足激励现状评价的调查结论,结合专家学者在心理契约满足方面的已有研究成果以及国内外企事业的成功案例,提出了8个方面的青年职工基于心理契约的激励策略,并设计了地勘事业单位应用心理契约管理的改革思路和具体措施。该措施在湖南省地质矿产勘查开发局402队(之后简称湖南省地矿局402队)实践后,取得了良好的效果,并通过再次发放问卷进行统计分析得到验证。
[Abstract]:At the end of the 1990s, due to the reduction of the geological prospecting work, the national geological prospecting units can't meet the work tasks, many units have stopped the recruitment of the talents, and the economic leap-forward development of the coastal areas of our country, the commercial geology and the great geological service project well growth, To make the human resources of the geological majors of the national geological and geological prospecting units continue to flow to the large and medium-sized cities and the private enterprises with good economic benefits; and also the normal retirement of the workers, the transfer of some reason, the change of the work post and other reasons, so that the geological and geological prospecting units are aged in the post-gang staff structure and fault occurs. At present, the situation of the two-polarization distribution of the professional resources is becoming more and more serious between the region and the unit. The shortage of high-level talents, such as the high-level engineers and the various management, economy and information necessary to enter the market competition, also limits the economic development of the geological prospecting units in our country. The geological prospecting units, through the campus recruitment, the public selection, absorbed a large number of "80", the "After 90" outstanding university graduates enter the geological prospecting team, the youth as a new force, supplement the fresh blood for the geological prospecting units, and step into the social stage of the economic development. Therefore, how to manage well, to use good, to keep the good and unique young geological person of this batch, to keep the enthusiasm and creativity of the young workers in the present economic environment, to bring benefit to the unit and the individual, is the focus of the geological prospecting units to pay attention and research in the management. The psychological contract will play a more critical role in the youth and workers, regardless of whether the material compensation is not generally satisfied. On this basis, the psychological contract is the entry point of the research, and it is of great significance to study the motivation of the young workers. This paper mainly focuses on the research and design demonstration of the psychological contract incentive mechanism of the young workers in the geological and geological prospecting industry. First, based on the theory of motivation, using the focal point interview method, the youth workers of the 402 team are interviewed on the responsibility project of the commitment between the organization and the young staff, and the psychological contract factor index of the young workers is obtained. On the basis of the literature review, the paper supplements the factors of psychological contract, and finally determines that the organization should take the 29 responsibilities of the young workers and the 23 responsibilities of the youth and workers to prepare the questionnaire on the psychological contract of the young workers. The questionnaire was then issued within the full range of units. Through the questionnaire, the evaluation of the important degree of the key factors of the mental contract factors was obtained, and the statistical analysis was carried out by the SPSS software to obtain the index system of the psychological contract factors of the young workers with four dimensions and 29 indexes. secondly, based on the psychological contract factor index system of the young workers, the questionnaire is designed to be used as the survey object of the youth worker representative group to score the satisfaction degree of each requirement element index in the actual work, The psychological contract of the young workers and workers in the geological prospecting units in China is evaluated. The results of the survey show that the 鈥淪ignificant satisfaction鈥，
本文编号：2426536
[Abstract]:At the end of the 1990s, due to the reduction of the geological prospecting work, the national geological prospecting units can't meet the work tasks, many units have stopped the recruitment of the talents, and the economic leap-forward development of the coastal areas of our country, the commercial geology and the great geological service project well growth, To make the human resources of the geological majors of the national geological and geological prospecting units continue to flow to the large and medium-sized cities and the private enterprises with good economic benefits; and also the normal retirement of the workers, the transfer of some reason, the change of the work post and other reasons, so that the geological and geological prospecting units are aged in the post-gang staff structure and fault occurs. At present, the situation of the two-polarization distribution of the professional resources is becoming more and more serious between the region and the unit. The shortage of high-level talents, such as the high-level engineers and the various management, economy and information necessary to enter the market competition, also limits the economic development of the geological prospecting units in our country. The geological prospecting units, through the campus recruitment, the public selection, absorbed a large number of "80", the "After 90" outstanding university graduates enter the geological prospecting team, the youth as a new force, supplement the fresh blood for the geological prospecting units, and step into the social stage of the economic development. Therefore, how to manage well, to use good, to keep the good and unique young geological person of this batch, to keep the enthusiasm and creativity of the young workers in the present economic environment, to bring benefit to the unit and the individual, is the focus of the geological prospecting units to pay attention and research in the management. The psychological contract will play a more critical role in the youth and workers, regardless of whether the material compensation is not generally satisfied. On this basis, the psychological contract is the entry point of the research, and it is of great significance to study the motivation of the young workers. This paper mainly focuses on the research and design demonstration of the psychological contract incentive mechanism of the young workers in the geological and geological prospecting industry. First, based on the theory of motivation, using the focal point interview method, the youth workers of the 402 team are interviewed on the responsibility project of the commitment between the organization and the young staff, and the psychological contract factor index of the young workers is obtained. On the basis of the literature review, the paper supplements the factors of psychological contract, and finally determines that the organization should take the 29 responsibilities of the young workers and the 23 responsibilities of the youth and workers to prepare the questionnaire on the psychological contract of the young workers. The questionnaire was then issued within the full range of units. Through the questionnaire, the evaluation of the important degree of the key factors of the mental contract factors was obtained, and the statistical analysis was carried out by the SPSS software to obtain the index system of the psychological contract factors of the young workers with four dimensions and 29 indexes. secondly, based on the psychological contract factor index system of the young workers, the questionnaire is designed to be used as the survey object of the youth worker representative group to score the satisfaction degree of each requirement element index in the actual work, The psychological contract of the young workers and workers in the geological prospecting units in China is evaluated. The results of the survey show that the 鈥淪ignificant satisfaction鈥，
本文编号：2426536
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