本文關(guān)鍵詞： 建筑施工 員工激勵 青年員工　出處：《石家莊鐵道大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：“人力資源是資本,是價值的源泉,而不是費用”,這是人力資源管理在發(fā)展過程中的重要共識。所以企業(yè)試圖在激烈的競爭中獲得競爭優(yōu)勢,就必須重視人才的競爭。員工激勵是人才競爭的重要手段,充分挖掘員工的潛能,使之更好的為企業(yè)服務(wù)。隨著經(jīng)濟的發(fā)展,我國基礎(chǔ)設(shè)施建設(shè)進程得到加快,涉及的行業(yè)包括鐵路、公路、港口、機場、房地產(chǎn)等方面。建筑施工產(chǎn)值逐年增加,各種社會勞動力不斷的加入到這個行業(yè)中。其中有一大批的青年員工新加入這個行業(yè),或者是已經(jīng)在這個行業(yè)工作了一段時間。本文選擇建筑施工企業(yè)青年員工為研究對象,目的是通過對目前建筑施工行業(yè)青年員工的激勵現(xiàn)狀進行調(diào)查分析,并根據(jù)調(diào)查分析結(jié)果提出相應(yīng)的對策,促進建筑施工行業(yè)青年員工的個人成長,通過激勵措施提高青年員工的工作積極性,以此提高企業(yè)的競爭能力,保障建筑施工企業(yè)健康發(fā)展。 近年來,伴隨著建筑施工業(yè)產(chǎn)值迅速增加、固定資產(chǎn)投資穩(wěn)步上升的大環(huán)境,建筑施工從業(yè)人員的快速增長,青年員工所占的比例有所增加。所以由此提出對從業(yè)人員隊伍中“青年員工”這一人群激勵的問題。接著回顧了員工激勵相關(guān)的文獻與理論,為后文的研究做了理論準(zhǔn)備。然后運用統(tǒng)計分析的方法,即提出假設(shè)、問卷調(diào)查、數(shù)據(jù)分析整理、驗證假設(shè),對建筑施工行業(yè)的青年員工激勵做了系統(tǒng)的分析,主要分析方法包括描述性統(tǒng)計、主成分分析、對比分析、顯著性檢驗等。本文的問卷調(diào)查涉及五個激勵因素,分別是個人成長、薪酬福利、團隊關(guān)系、工作成就、工作環(huán)境。通過分析發(fā)現(xiàn),對建筑施工行業(yè)青年員工激勵程度較大的是個人成長因子與薪酬福利因子。因此,文章在第五部分針對青年員工個人成長激勵與薪酬福利激勵提出了相應(yīng)的對策。最后對全文進行總結(jié)概括,得出主要結(jié)論,并分析了本文的研究不足以及文章后續(xù)研究的方向。 總體而言,對建筑施工業(yè)青年員工激勵的最重要的兩個因子是個人成長和薪酬福利。因此建筑業(yè)的各個企業(yè)可以根據(jù)自身企業(yè)的特點,結(jié)合個人成長與薪酬福利的因子,提高青年員工的激勵效果,為企業(yè)發(fā)展提供力量。
[Abstract]:"Human resource is capital, source of value, not cost", which is an important consensus in the development of human resources management. So enterprises try to gain competitive advantage in the fierce competition. It is necessary to attach importance to the competition of talents. Employee motivation is an important means of talent competition. It can fully tap the potential of employees and make them serve enterprises better. With the development of economy, the process of infrastructure construction in China has been accelerated. The industries involved include railways, highways, ports, airports, real estate, and so on. The output value of construction has increased year by year, and various social labor forces have been joining the industry. Among them, a large number of young workers have joined the industry. Or has been working in this industry for a period of time. This paper chooses the young employees of construction enterprises as the research object, in order to investigate and analyze the incentive status of young workers in the construction industry at present. According to the results of investigation and analysis, the corresponding countermeasures are put forward to promote the individual growth of young employees in the construction industry, and to improve the working enthusiasm of young employees through incentive measures, so as to improve the competitiveness of enterprises. To ensure the healthy development of construction enterprises. In recent years, with the rapid increase in the output value of the construction industry and the steady increase in fixed assets investment, the construction workers have grown rapidly. The proportion of young employees has increased. Therefore, the question of "young employees" in the workforce is raised. Then, the relevant literature and theories on employee motivation are reviewed. Then the paper makes a systematic analysis of the young employees' motivation in the construction industry by using the methods of statistical analysis, that is, putting forward the hypothesis, questionnaire survey, data analysis and collation, and verifying the hypothesis. The main analysis methods include descriptive statistics, principal component analysis, comparative analysis, significance test and so on. The questionnaire in this paper involves five motivating factors: personal growth, salary and welfare, team relationship, work achievement, etc. Work environment. Through the analysis, it is found that the individual growth factor and salary and welfare factor are the most motivating factors to the young employees in the construction industry. In the 5th part, the author puts forward the corresponding countermeasures for the individual growth incentive and the salary and welfare incentive of the young employees. Finally, it summarizes the whole paper, draws the main conclusions, and analyzes the deficiency of the research in this paper and the direction of the follow-up research of the article. In general, the two most important factors to motivate young employees in construction industry are personal growth and salary and welfare. Therefore, according to the characteristics of their own enterprises, the construction enterprises can combine the factors of personal growth and salary and welfare. To improve the incentive effect of young employees and provide strength for the development of enterprises.
【學(xué)位授予單位】：石家莊鐵道大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92

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