我国事业单位激励机制的困境及解决路径——基于赫茨伯格双因素理论的视角  

On the Problems and Countermeaswres for lncentive Mechanisms of China’s Institutional Organixations——Based on the perspective of Herzberg two-factor theory

作　　者：王利才[1] 

机构地区：[1]广西师范大学政治与行政学院,广西桂林541006

出　　处：《天水行政学院学报（哲学社会科学版）》2013年第2期77-81,共5页Journal of Tianshui College of Administration

摘　　要：美国心理学家赫兹伯格的双因素理论,即保健因素和激励因素,是针对员工工作中的因素而言,分别处于基础和关键地位,对于激发事业单位员工的积极性和工作热情,具有重要的理论指导意义。文章以赫茨伯格的双因素理论为视角,从薪酬、福利、晋升、绩效考核等多个维度,分析我国事业单位激励机制存在的问题,并试图探寻我国事业单位激励机制完善的对策,以期我国事业单位员工队伍的建设和综合素质的提高,也激发员工的积极性和热情,提高效率。American psychologist Herzberg two-factor theory that health factors and incentives are the factors at work for employees,respectively,in the foundation and the key position of public sector employees to inspire enthusiasm and passion for work,have important theoretical significance.In this paper,the Herzberg twofactor theory perspective,from the salaries,benefits,promotion,performance appraisal,and other dimensions of incentive mechanisms and institutions of the problems,trying to explore the incentives and institutions improve our response,Our aim is to improve the team building of public sector employees and the overall quality,to stimulate enthusiasm and passion of staff and improve efficiency.

关 键 词：双因素理论 事业单位 激励机制 

分 类 号：F243.5[经济管理—劳动经济]