【摘要】：近年來,隨著“80后、90后”逐漸涌入勞動力市場,新生代員工已經(jīng)成為我國企業(yè)人力資源的重要組成部分,加上新生代受教育程度普遍較高,其在社會經(jīng)濟和企業(yè)發(fā)展中的作用也日益突顯。對于這批具有鮮明時代特征和個性的群體,企業(yè)該如何吸引和留住,并且高效地培養(yǎng)和激勵他們,是保障企業(yè)在知識更新速度日益加快的經(jīng)濟環(huán)境中欣欣向榮所必然要面對和解決的問題。因此,把握新生代知識型員工的個性特征、挖掘潛在需求,對新生代知識型員工進行有效的激勵,已然成為現(xiàn)代企業(yè)人力資源管理研究中的重要課題。本文將新生代知識型員工狹義地界定為1980年至1995年間出生的具有大專及以上學(xué)歷的員工,在梳理了激勵因素的研究成果和經(jīng)典激勵理論的基礎(chǔ)上,探討了赫茲伯格的激勵-保健雙因素理論對于分析我國新生代知識型員工激勵因素的適用性,并以此理論作為文章的研究框架。結(jié)合新生代知識型員工成長環(huán)境,探討了新生代知識型員工的個性特征和職業(yè)觀念,指出當前新生代知識型員工激勵中存在的問題,進而展開研究。在定性研究方面,基于赫茲伯格的雙因素理論原理,嘗試構(gòu)建針對新生代知識型員工的激勵因素假設(shè)模型；在定量研究方面,以雙因素理論中的傳統(tǒng)激勵因素為基礎(chǔ),通過小范圍新生代知識型員工的訪談,最終提煉了18項激勵因素構(gòu)成調(diào)查問卷,對問卷回收的數(shù)據(jù)運用SPSS20.0統(tǒng)計軟件對新生代知識型員工的激勵因素進行深入的實證研究,基于實證研究結(jié)果對原有理論模型提出了修訂建議。本文實證研究結(jié)果有：(1)新生代知識型員工認為18項激勵因素有著非常重要的激勵作用,按重要程度排序前五項激勵因素依次是：薪酬福利、領(lǐng)導(dǎo)素質(zhì)、晉升發(fā)展、工作挑戰(zhàn)和管理制度。(2)新生代知識型員工對項激勵因素感受到的滿意程度普遍較低,其中讓他們感到最不滿意的5項激勵因素分別是：工作成就、工作時間、工作環(huán)境、參與管理和能力發(fā)揮。(3)18項激勵因素可劃分為保健因素和激勵因素兩個維度,但與赫茨伯格的激勵因素劃分發(fā)生了明顯變化,如薪酬福利已經(jīng)從以往的保健因素變?yōu)榧钜蛩亍?4)年齡、最高學(xué)歷、跳槽經(jīng)歷等變量對激勵因素的重視程度有著顯著影響。最后,結(jié)合上述研究結(jié)果,從激勵因素應(yīng)用的角度對新生代知識型員工的激勵提出了有針對性的策略和建議。
[Abstract]:In recent years, with the "post-80s, post-90s" gradually pouring into the labor market, the new generation of employees has become an important part of the human resources of enterprises in our country, and the new generation has generally higher education level. Its role in the social economy and enterprise development is also increasingly prominent. For these groups with distinctive characteristics and personality of the times, how should enterprises attract and retain, and efficiently cultivate and motivate them, It is an inevitable problem for enterprises to face and solve in the economic environment where the speed of knowledge renewal is accelerating day by day. Therefore, it has become an important subject in the research of modern enterprise human resources management to grasp the personality characteristics of the new generation of knowledge workers, tap the potential demand, and provide effective incentives to the new generation of knowledge workers. In this paper, the new generation of knowledge workers are narrowly defined as employees with college or above degrees born between 1980 and 1995. On the basis of combing the research results of incentive factors and classical incentive theory, This paper discusses the applicability of Herzberg's theory of motivation-health dual factors in analyzing the motivation factors of the new generation of knowledge workers in China, and takes the theory as the research framework of this paper. Combined with the growth environment of the new generation of knowledge workers, this paper probes into the personality characteristics and professional concepts of the new generation of knowledge workers, points out the problems existing in the incentive of the new generation of knowledge workers, and then carries out the research. In qualitative research, based on Herzberg's two-factor theory, this paper attempts to build a hypothetical model of motivation factors for the new generation of knowledge workers, and in quantitative research, it is based on the traditional incentive factors in the two-factor theory. Through the interview of the new generation of knowledge workers in small scale, 18 items of incentive factors are extracted from the questionnaire, and the data collected from the questionnaire are analyzed by SPSS20.0 software, and the incentive factors of the new generation of knowledge workers are studied empirically. Based on the results of empirical research, some suggestions are put forward for the revision of the original theoretical model. The empirical results of this paper are as follows: (1) the new generation of knowledge workers think that 18 incentive factors play a very important role, the first five incentive factors in order of importance are: salary and welfare, leadership quality, promotion and development. Job challenge and management system. (2) the satisfaction of the new generation of knowledge workers in terms of incentive factors is generally low, among which the five incentive factors that make them feel the most dissatisfied are: work achievement, working time, working environment, etc. (3) Eighteen incentive factors can be divided into two dimensions: health factor and incentive factor, but the division of incentive factors with Hertzberg has changed obviously. For example, the salary and welfare has changed from the health care factor to the incentive factor. (4) the factors such as age, highest educational background and job hopping experience have a significant influence on the importance of incentive factors. Finally, combined with the above research results, this paper puts forward some specific strategies and suggestions for the motivation of the new generation of knowledge workers from the perspective of the application of incentive factors.
【學(xué)位授予單位】：上海社會科學(xué)院
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92

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