基于双因素理论的DG公司90后员工流动管理研究

发布时间：2019-03-02 13:07

【摘要】：随着我国经济的高速发展,公共交通基础设施逐步完善,机动车保有量快速增加,汽车加油站数量攀升,加油站一线员工成为“瓶颈”。但是,中石化广东DG石油公司加油站却面临着以90后为主体的一线员工大量流失现象,给企业管理带来严峻挑战,研究如何有效降低离职率,对于保留激励DG公司加油站90后一线员工具有重要的理论意义和实践价值。本文依据双因素理论,运用实证研究的方法对DG公司90后员工流动管理进行研究。首先,本文采用文献研究法对人才流动、激励的相关理论进行了归纳与回顾,并在此基础上构建了本文的研究框架。其次,运用案例研究法,对DG公司90后一线员工工作现状及离职情况进行分析和评估,设计了DG公司90后一线员工离职原因及工作满意度调查问卷,针对90后员工的个性特质和对其工作满意度产生影响的关键因素进行剖析。然后,对问卷调查结果进行统计,分析影响员工满意度的主要因素。最后,基于双因素理论的研究视角,分别从保健因素和激励因素两方面研究对90后一线员工流动管理对策,构建了相应的流动管理模型。本文研究旨在探索DG公司90后一线员工保健和激励机制的构建,为DG公司制定相关的管理政策提供科学的决策参考。同时,为我国石油公司加油站90后一线员工管理提供理论和实践借鉴。
[Abstract]:With the rapid development of China's economy, the infrastructure of public transport has been gradually improved, the number of motor vehicles has increased rapidly, the number of petrol stations has risen, and the front-line employees of gas stations have become "bottlenecks". However, Sinopec Guangdong DG Oil Company Gas Station is facing the phenomenon of mass loss of first-line staff with post-90s as the main body, which brings severe challenges to enterprise management, and studies how to effectively reduce the turnover rate. It has important theoretical and practical value for retaining and motivating the post-90s employees of DG gas station. Based on the two-factor theory, this paper studies the mobility management of post-90s employees in DG Company by means of empirical research. First of all, this paper uses the literature research method to summarize and review the related theories of talent mobility and motivation, and constructs the research framework of this paper on the basis of this. Secondly, using the method of case study, this paper analyzes and evaluates the status quo and turnover of post-90s employees in DG Company, and designs a questionnaire on the reasons for leaving work and job satisfaction of post-90s employees in DG Company. The characteristics of post-90s employees and the key factors influencing their job satisfaction were analyzed. Then, the results of the questionnaire survey to analyze the main factors affecting employee satisfaction. Finally, based on the perspective of two-factor theory, the mobility management model of post-90s workers is constructed from two aspects of health factors and incentive factors. The purpose of this paper is to explore the construction of health care and incentive mechanism for post-90s employees in DG Company, and to provide scientific decision-making reference for DG Company to formulate relevant management policies. At the same time, it provides theoretical and practical reference for the management of post-90 post-90s employees in petroleum companies in China.
【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.22

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