“80后”员工组织激励维度测量及其对人才策略的启示  

A Study on Measuring the Structural Dimensions of Organizational Motivation among Post 80's and the Enlightens to Talent Strategy

作　　者：杨东进[1] 冯超阳[1] 

机构地区：[1]暨南大学管理学院,广东广州510632

出　　处：《未来与发展》2012年第8期89-94,88,共7页Future and Development

基　　金：教育部人文社会科学研究一般项目"政策支持;政府蔽荫与自主品牌缺失"(12YJA630167)

摘　　要：本文通过实证研究的方法,以"80后"基层员工为调查样本,运用探索性因子分析和验证性因子分析,提取并验证了组织激励具有领导特征、制度环境、职业发展、薪酬福利、同事关系等5个因子。在明确组织激励结构维度的基础上,对比样本对各测量指标及因子的重视程度,结果表明,"80后"对5个因子的重视程度依次是职业发展、薪酬福利、领导特征、同事关系和制度环境。文章以此为依据分析了在"80后"基层员工激励策略中应加以重视和强化的方面,以期对企业的人力资源管理工作提供参考和借鉴。Through exploratory factors analysis and confirmatory factors analysis, this article extracts and verifies these five dialensions of organizational motivation among the post 80＇s employees in an empirical way： characters of leader, institutional settings, vocational development, salary and welfare, interpersonal relationship. Based on clarifying the content structure of organizational motivation, the writer compares the importance of each index and factor, the order for these dimensions is obtained-namely vocational development, salary and welfare, characters of leader, interpersonal relationship and institutional settings. This article illustrates several aspects that should be valued and strengthened when designing staff motivation strategies in the end to provide reference for human resource management.

关 键 词：“80后” 组织激励 因子分析 结构方程模型 人才策略 

分 类 号：F270.7[经济管理—企业管理]