【摘要】：新世紀(jì)以來(lái),中國(guó)國(guó)家經(jīng)濟(jì)體制改革的深化,以及國(guó)家政策對(duì)創(chuàng)業(yè)的扶持,企業(yè)的生存和發(fā)展處于激烈的競(jìng)爭(zhēng)中。然而,企業(yè)生存和發(fā)展的根本在于人,積極向上富有創(chuàng)造力的企業(yè)員工是企業(yè)在大浪淘沙中屹立不倒的基礎(chǔ)。2007年,P2P小額信貸的商業(yè)模式傳入中國(guó)并迅速發(fā)展,相關(guān)公司不但涌現(xiàn),行業(yè)競(jìng)爭(zhēng)異常激烈。小額信貸公司的銷(xiāo)售人員作為溝通客戶(hù)與公司的橋梁,成為了公司打開(kāi)市場(chǎng),穩(wěn)定發(fā)展的重要力量。目前,90后的新鮮血液已經(jīng)注入了各行各業(yè)。在小額信貸公司中,90后的銷(xiāo)售人員已經(jīng)是銷(xiāo)售端隊(duì)伍中的主力軍。每個(gè)年代的人都有其時(shí)代的特點(diǎn),身上帶著時(shí)代賦予的烙印。不同于70后和80后,90后人群成長(zhǎng)于我國(guó)改革開(kāi)放成效顯著的時(shí)期,受益于國(guó)外新思想的傳入和互聯(lián)網(wǎng)的迅猛發(fā)展,具有開(kāi)闊的視野,容易接受新生事物,敢于創(chuàng)新,富有激情。如何根據(jù)90后銷(xiāo)售人員的特點(diǎn),分析90后銷(xiāo)售人員的需求,并采取相應(yīng)有效的措施來(lái)激勵(lì)90后員工,成為了當(dāng)前擺在小額信貸企業(yè)人力資源部門(mén)面前的重要課題。根據(jù)以上分析,為研究小額信貸公司中90后銷(xiāo)售人員的激勵(lì),本文針對(duì)宜信普惠公司90后銷(xiāo)售人員這一特定群體,以心理契約理論和激勵(lì)理論為指導(dǎo),以文獻(xiàn)分析法、訪(fǎng)談法和問(wèn)卷調(diào)查法為手段,利用統(tǒng)計(jì)學(xué)分析方法展開(kāi)實(shí)證研究。通過(guò)實(shí)證研究來(lái)確定該行業(yè)90后銷(xiāo)售人員心理契約的內(nèi)容、驗(yàn)證90后銷(xiāo)售人員心理契約的維度,并用方差分析來(lái)探究影響心理契約各維度的因素。根據(jù)分析結(jié)果,歸納出小額信貸行業(yè)中的90后銷(xiāo)售人員的心理契約的一般內(nèi)容及當(dāng)前公司對(duì)員工心理契約的履行程度,結(jié)合激勵(lì)理論,提出相應(yīng)的激勵(lì)措施。本文的主要結(jié)論:(1)實(shí)證研究驗(yàn)證了宜信普惠公司90后銷(xiāo)售人員的心理契約主要分為交易型心理契約、關(guān)系型心理契約和發(fā)展型心理契約三種類(lèi)型。(2)性別、學(xué)歷、入職時(shí)間、職位等因素對(duì)心理契約各維度沒(méi)有顯著影響(3)為提高90后銷(xiāo)售人員的工作積極性,宜信普惠公司需要從心理契約的三個(gè)維度對(duì)員工進(jìn)行激勵(lì),三個(gè)維度的重要性由高到低依次為發(fā)展型維度、交易型維度、關(guān)系型維度。本文的創(chuàng)新點(diǎn)主要有兩點(diǎn):研究對(duì)象的創(chuàng)新和研究視角的創(chuàng)新。研究對(duì)象是90后銷(xiāo)售人員。目前研究銷(xiāo)售人員激勵(lì)的文獻(xiàn)較多,但都是將銷(xiāo)售人員作為一個(gè)整體來(lái)論述,不能很好區(qū)分每個(gè)年齡群體心理上的差異性。對(duì)于90后這一新進(jìn)入職場(chǎng)的群體的研究不足。本文采用訪(fǎng)談法和問(wèn)卷調(diào)查法等方法,研究特定行業(yè)特定年齡銷(xiāo)售人員的激勵(lì),具有一定的創(chuàng)新性。研究宜信普惠公司90后銷(xiāo)售人員的視角是心理契約。心理契約理論的研究在當(dāng)前仍然仍處于快速發(fā)展階段,國(guó)內(nèi)外研究中大多將心理契約理論應(yīng)用于企業(yè)研發(fā)人員、知識(shí)型員工等對(duì)象上,從心理契約視角研究銷(xiāo)售人員激勵(lì)的文獻(xiàn)不多。
[Abstract]:Since the new century, with the deepening of the reform of China's national economic system, as well as the support of national policies for entrepreneurship, the survival and development of enterprises are in fierce competition. However, the survival and development of enterprises lies in human beings, and active and creative employees are the foundation of enterprises standing in the big waves and sand. In 2007, the business model of P2P microcredit was introduced into China and developed rapidly, and in 2007, the business model of P2P microcredit was introduced into China and developed rapidly. Related companies not only emerge, the industry competition is extremely fierce. As a bridge between the customers and the company, the sales staff of the microcredit company has become an important force to open the market and stabilize the development of the company. At present, the post-90s' fresh blood has been injected into various industries. In microcredit companies, the post-90s sales staff is already the main force in the sales team. People of each age have their own characteristics of the times, bearing the brand given by the times. Unlike the post-70s and post-80s, the post-90s population grew up in the period of remarkable reform and opening-up in China, benefited from the introduction of new ideas from abroad and the rapid development of the Internet, had a broad vision, was easy to accept new things, and dared to innovate. Full of passion. According to the characteristics of post-90s salesmen, how to analyze the needs of post-90s salesmen and take corresponding effective measures to motivate post-90s employees has become an important subject in front of the human resources department of micro-credit enterprises at present. According to the above analysis, in order to study the motivation of post-90s salesmen in microcredit companies, this paper aims at the special group of post-90s salesmen in Yixin Puhui Company, guided by psychological contract theory and incentive theory, and with the method of literature analysis. The methods of interview and questionnaire were used to carry out the empirical study by means of statistical analysis. Through empirical research to determine the content of psychological contract of post-90s salespeople in this industry, to verify the dimensions of psychological contract of post-90s salespeople, and to explore the factors that affect the dimensions of psychological contract by variance analysis. According to the results of the analysis, the general contents of the psychological contract of the post-90s salesmen in the microcredit industry and the degree to which the company performs the psychological contract of the employees are summarized, and the corresponding incentive measures are put forward in combination with the incentive theory. The main conclusions of this paper are as follows: (1) the empirical study verifies that the psychological contract of the post-90s salesmen in Yixin Puhui Company is mainly divided into three types: transaction psychological contract, relational psychological contract and developmental psychological contract. (2) gender, education, and so on. Entry time, position and other factors have no significant impact on all dimensions of psychological contract (3) in order to improve the work enthusiasm of post-90s sales staff, Yixin Puhui Company needs to motivate employees from the three dimensions of psychological contract. The importance of the three dimensions is developmental dimension, transactional dimension and relational dimension from high to low. The innovation of this paper mainly has two points: the innovation of the research object and the innovation of the research perspective. The object of study is the post-90s sales staff. At present, there are many literatures about the motivation of salespeople, but they are all discussed as a whole, so they can not distinguish the psychological differences of each age group very well. There is insufficient research on the post-90s group, a new entry into the workplace. This paper adopts the methods of interview and questionnaire to study the incentive of sales personnel of specific age in a particular industry, which has some innovation. The study of post-90s sales staff of Yixin Puhui Company is from the perspective of psychological contract. At present, the research of psychological contract theory is still in the rapid development stage. Most of the domestic and foreign researches apply psychological contract theory to enterprise R & D personnel, knowledge workers and other objects. There are few literatures from the perspective of psychological contract to study the motivation of sales staff.
【學(xué)位授予單位】：寧波大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F832.39

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