“双因素”理论在现代企业人力资源管理中的运用  

Application of Motivator-Hygiene Theory in Modern Human Resource Management

作　　者：叶浩[1] 李梓涵昕[1] 

机构地区：[1]华南理工大学工商管理学院,广州510640

出　　处：《价值工程》2011年第14期123-124,共2页Value Engineering

基　　金：广东省软科学研究计划项目(项目编号:2010B070300029)

摘　　要："双因素"理论在人力资源管理领域具有广阔的使用空间,能有效的激励员工,提高企业的管理效率;利用保健因素如公正公平的工资和津贴,改善工作环境,营造平等和谐的人际关系等将有利于激发员工的工作积极性,但其激励作用是有限的,更重要的是强化员工内在激励,即工作丰富化,给与员工成长机会,组织内部竞争环境等,为员工发展提供良好的平台以及发展空间;运用"双因素"理论时,应该充分了解员工的心理需求,并采用多样化的激励方式,正确区分保健因素和激励因素,防止激励因素转化成保健因素,建立保健和激励因素并重的人员激励制度。Motivator-Hygiene Theory has a wide use of space in the field of human resource management,effectively motivating staffs,improving management efficiency;inspires staff enthusiasm by using hygiene factors,for example fair and equitable wages and benefits,to improve the working environment,to create equal and harmonious interpersonal relationships,but the incentive is limited,the more important is the reinforcement of staff internal incentives that work enrichment,growth opportunities for staff,competitive environment within the organization,to provide a good platform and development of space for staff.When use Motivator-Hygiene Theory,we should fully understand the psychological needs of employees,use a variety of incentives,correctly distinct hygiene factors and encouragement factors,prevent encouragement factors turn into hygiene factors,and build a parallel mechanism of the hygiene factors and encouragement factors.

关 键 词：“双因素”理论 保健因素 激励因素 人力资源管理 工作绩效 

分 类 号：F272[经济管理—企业管理]