本文選題：期望　切入點(diǎn)：激勵(lì)機(jī)制　出處：《西南交通大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：截止2014年年底,A市各級(jí)關(guān)工委組織共有“五老”近20萬人,“五老”配合相關(guān)職能部門或“五老”個(gè)人開展網(wǎng)吧監(jiān)督、免費(fèi)課后輔導(dǎo)班、假日托管學(xué)校幫助學(xué)生,同時(shí)“五老”隊(duì)伍經(jīng)常性開展交通文明勸導(dǎo),承擔(dān)起青少年安全防范重?fù)?dān),取得明顯成效。但是,在關(guān)工委“五老”的實(shí)際工作中,“五老”隊(duì)伍并未完全發(fā)揮應(yīng)有的優(yōu)勢和作用。筆者認(rèn)為A市各級(jí)黨委、關(guān)工委為了更好的激勵(lì)“五老”隊(duì)伍的工作積極性,必須立足“五老”的實(shí)際期望,研究“五老”期望及激勵(lì)現(xiàn)狀及存在問題,進(jìn)而給出基于“五老”期望的激勵(lì)措施,充分了解、關(guān)注“五老”隊(duì)伍,才能真正落實(shí)發(fā)揮“五老”隊(duì)伍優(yōu)勢,對(duì)建設(shè)“五老”隊(duì)伍和改進(jìn)“五老”工作具有重要理論意義和實(shí)踐意義。本文基于心理契約理論、組織承諾理論、激勵(lì)理論等研究理論基礎(chǔ),對(duì)國內(nèi)外相關(guān)研究進(jìn)行梳理分析,結(jié)合對(duì)A市關(guān)工委“五老”實(shí)際發(fā)放的調(diào)查問卷,以真正了解掌握A關(guān)工委“五老”的實(shí)際期望及激勵(lì)情況,進(jìn)而給出未來““五老””激勵(lì)措施。通過本文研究,筆者得出以下結(jié)論：第一、A市關(guān)工委“五老”調(diào)查問卷結(jié)果顯示：“五老”期望包括基本物質(zhì)保障、組織結(jié)構(gòu)環(huán)境、培訓(xùn)學(xué)習(xí)機(jī)會(huì)、組織尊重、服務(wù)活動(dòng)設(shè)計(jì)和自身價(jià)值實(shí)現(xiàn)六項(xiàng),并對(duì)其重要性進(jìn)行評(píng)定；第二、A市關(guān)工委“五老”調(diào)查問卷結(jié)果顯示：“五老”期望存在自身價(jià)值實(shí)現(xiàn)不足、個(gè)人發(fā)展預(yù)期受挫、所需工作滿足感低、個(gè)人組織一致性低、物質(zhì)保障弱等期望問題；第三、A市關(guān)工委“五老”調(diào)查問卷結(jié)果顯示：“五老”現(xiàn)有激勵(lì)措施主要表現(xiàn)在經(jīng)費(fèi)補(bǔ)貼方面、制度建設(shè)方面、培訓(xùn)教育方面三方面,指出現(xiàn)有““五老””激勵(lì)措施存在問題：固定激勵(lì)(未結(jié)合”五老”實(shí)際期望)、一元激勵(lì)(未考慮期望的多元性)、靜態(tài)激勵(lì)(未考慮期望的動(dòng)態(tài)性)。第四、結(jié)合A市關(guān)工委“五老”調(diào)查問卷結(jié)果,筆者給出基于期望滿足的“五老”激勵(lì)的特征,并給出價(jià)值實(shí)現(xiàn)激勵(lì)、個(gè)人發(fā)展激勵(lì)、工作滿足激勵(lì)、情感溝通激勵(lì)、物質(zhì)保障激勵(lì)、差異化的激勵(lì)六方面具體激勵(lì)措施。
[Abstract]:By the end of 2014, the work Committee of Guan at all levels in A City had a total of nearly 200,000 "five elders". The "five elders" cooperated with relevant functional departments or individuals to carry out Internet caf 茅 supervision, free after-school counselling classes, and holiday care schools to help students. At the same time, the "five elderly" troops regularly carried out traffic civilization persuasion, shouldering the heavy burden of safety and precaution for young people, and achieved remarkable results. However, In the actual work of the "five elders" of the Guan work Committee, the "five old" teams have not fully brought into play their due advantages and functions. The author believes that the party committees and the Guan work committees at all levels of the city are in order to better encourage the work enthusiasm of the "five old" teams. Based on the actual expectations of the "five elders", we must study the present situation and existing problems of the expectations and incentives of the "five elders", and then give the incentive measures based on the expectations of the "five elders", and fully understand and pay close attention to the "five elders" team. It is of great theoretical and practical significance to build up the "five elders" team and improve the work of the "five elders". This paper is based on the theory of psychological contract and the theory of organizational commitment. On the basis of motivation theory and other research theories, this paper combs and analyzes the relevant studies at home and abroad, and combines with the questionnaire actually issued by the "five elders" of the Guan work Committee of A City, in order to truly understand the actual expectation and incentive situation of the "five elders" of the A customs work committee. Through the research of this paper, the author draws the following conclusions: first, the questionnaire of "five elders" of Guan work Committee of City A shows that the expectation of "five elders" includes basic material security, organizational structure environment, etc. Training and learning opportunities, organizational respect, design of service activities and realization of their own values are six items, and their importance is assessed. The expectation of personal development is frustrated, the job satisfaction is low, the consistency of individual organization is low, the material security is weak, and so on. The results of the questionnaire survey of the "five elders" of the third City work Committee show that the existing incentive measures for the "five elders" are mainly in the aspects of financial subsidies, system construction, and training and education. It is pointed out that there are some problems in the existing incentive measures of "five old": fixed incentive (not combined with the actual expectation of "five old"), univariate incentive (not considering the diversity of expectation, static incentive (not taking into account the dynamic nature of expectation). 4th, Based on the results of the questionnaire, the author gives the characteristics of the "five elders" incentive based on expectation satisfaction, and gives the value realization incentive, personal development incentive, job satisfaction incentive, emotional communication incentive, material guarantee incentive, and the value realization incentive, the personal development incentive, the job satisfaction incentive, the emotional communication incentive and the material guarantee incentive. Differential incentive six aspects of specific incentive measures.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D632.2;D669.5

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