發(fā)布時間：2018-02-27 10:04

  本文關(guān)鍵詞： 員工激勵 影響因素 機制優(yōu)化　出處：《大連海事大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：加入世貿(mào)組織以后,中國企業(yè)和跨國公司的第一場遭遇戰(zhàn)不是產(chǎn)品,也不是市場,而是人力資本的爭奪。人類的經(jīng)濟發(fā)展進入了知識經(jīng)濟時代,知識和技能正逐漸衍生成為一種生產(chǎn)資料,掌握知識和技能也就成為了生產(chǎn)資料的主人。知識和技能的掌握者已經(jīng)和傳統(tǒng)意義上的資本以及有形資產(chǎn),一起成為了生產(chǎn)要素的一部分,這就出現(xiàn)了一個新的概念——人力資本。人力資本在生產(chǎn)過程中發(fā)揮了巨大的作用,要運用好人力資本,完善、系統(tǒng)的激勵機制是不可或缺的,這也是一個企業(yè)成熟和發(fā)展的標(biāo)志。隨著國內(nèi)市場國際化的發(fā)展趨勢,使得中石油西部管道公司不僅面臨著國內(nèi)市場的激烈競爭,更面臨著國際大公司的挑戰(zhàn)。國際大公司有著現(xiàn)代化的管理機制、先進的生產(chǎn)技術(shù)和高素質(zhì)的人力資源,這必將對中石油西部管道公司的發(fā)展帶來威脅。中石油西部管道公司要想獲得長久競爭力的關(guān)鍵因素是人才的充分利用和不斷激勵。 本論文通過運用激勵的主要理論,以激勵理論啟示為切入點,對中石油西部管道公司員工激勵現(xiàn)狀的實證、規(guī)范分析,得出西部管道公司員工激勵優(yōu)化的基本思路,找出基于激勵影響因素及員工類型的優(yōu)化路徑,對西部管道公司乃至油氣管道企業(yè)員工激勵研究具有較強的參考價值。 本文采用訪談與問卷調(diào)查相結(jié)合的研究方法,在獲取調(diào)查數(shù)據(jù)后,運用SPSS15.0統(tǒng)計軟件對數(shù)據(jù)進行信度分析、因子分析、描述性統(tǒng)計分析、方差分析、回歸分析和相關(guān)分析。最后得到的研究結(jié)果,激勵元素的權(quán)重與員工的個人特征有直接聯(lián)系。對于公司的管理人員和從事技術(shù)工作的員工來說,更適宜采用內(nèi)在性激勵；對于行政人員、操作人員和其他崗位,更注重外在性激勵；物質(zhì)激勵、工作環(huán)境、工作本身、個人發(fā)展、外部競爭和內(nèi)部競爭這六個指標(biāo)與激勵滿意程度均存在顯著相關(guān)性,證明該六因素就是構(gòu)成西部管道公司員工激勵的重要影響因素；通過回歸分析得出物質(zhì)激勵和工作本身對激勵效果的影響和貢獻較大,而外部競爭和內(nèi)部競爭的貢獻較小。
[Abstract]:After China's entry into the WTO, the first encounter between Chinese enterprises and multinational corporations is not a product or a market, but a scramble for human capital. The economic development of mankind has entered the era of knowledge economy. Knowledge and skills are gradually emerging as a means of production, and mastering knowledge and skills becomes the master of the means of production. The knowledge and skills master has been associated with capital and physical assets in the traditional sense, It has become a part of the factors of production together, and a new concept, human capital, has emerged. Human capital has played a great role in the production process. To make good use of human capital, perfect and systematic incentive mechanism is indispensable. This is also a sign of maturity and development of an enterprise. With the trend of internationalization of the domestic market, CNPC is not only facing fierce competition in the domestic market. They also face the challenge of large international companies, which have modern management mechanisms, advanced production technology and high quality human resources. This will certainly threaten the development of PetroChina Western Pipeline Company, the key factor of which is to make full use of talents and encourage them continuously. Based on the main theory of incentive and the inspiration of incentive theory, this paper analyzes the current situation of staff incentive in PetroChina Western Pipeline Company, and obtains the basic idea of staff incentive optimization in China Western Pipeline Company. To find out the optimal path based on incentive factors and employee types has a strong reference value for the study of employee motivation in western pipeline companies and even oil and gas pipeline enterprises. This paper adopts the research method of interview and questionnaire, after obtaining the survey data, the reliability analysis, factor analysis, descriptive statistical analysis, variance analysis of the data are carried out by using the SPSS15.0 statistical software. Regression analysis and correlation analysis. Finally, the weight of incentive elements is directly related to the individual characteristics of employees. For managers and employees engaged in technical work, it is more appropriate to adopt intrinsic motivation; For administrative personnel, operators and other posts, more attention is paid to external incentives; material incentives, working environment, work itself, personal development, external competition and internal competition are all significantly related to the degree of incentive satisfaction. It is proved that these six factors are the important influencing factors of employee incentive in western pipeline company, and through regression analysis, it is concluded that the material incentive and work itself have great influence and contribution to the incentive effect, but the external and internal competition have less contribution to the incentive effect.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.2

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本文編號：1542206