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出 处:《管理工程学报》2016年第2期20-27,共8页Journal of Industrial Engineering and Engineering Management
基 金:国家软科学研究资助项目(2010GXS5D247)
摘 要:以"80后"员工为研究对象,通过问卷调查、探索性因子分析和验证性因子分析,提取并验证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5个因子、15个激励因素,对比双因素理论,发现"80后"员工的组织激励存在"保健因素主导、激励因素缺失"现象,即双因素理论中重要的、本应满足员工高层次需求的激励因素缺失了,而一些基本的、只能满足员工低层次需求的保健因素却在承担着主要的激励功能,也就是说,组织对"80后"员工的激励水平普遍偏低。文章结合"80后"个性特征及我国现实环境,分析各个因素主导或缺失的内因和外因,探讨"保健因素主导、激励因素缺失"现象对管理实践、管理理论及国家宏观政策的启示,并在国家、企业层面讨论如何避免"80后"员工的低水平激励、提升激励层次,以期为增强国家创新能力提供决策参考。The purpose of this paper is to address issues related to the lack of organizational motivation for post 80s' employees who were born after 1980. This paper frames a theory on organizational motivation based on related researches and proposes several strategies for managers to inspire these employees. In this paper, the conception of organizational motivation is defined as a sum of visible and invisible motivating factors offered by enterprises. Organizational motivation can inspire, contain and regulate employees' behaviors to achieve organizational goals. Through a questionnaire survey on the post 80's, this article extracts and verifies five dimensions and fifteen key factors of organizational motivation via exploratory factor and confirmatory factor analysis. The five dimensions are: characters of leader(leadership, approval and appreciation, support and guidance), institutional settings(fair rewards and punishments, perfect system, equity of reward), vocational development(promotion, training and learning opportunities, salary increase), salary and welfare(praise and reward, vacation, salary), and interpersonal relationship(cooperation and coordination, relationship, mutual respect). Comparing this result with Two Factors Theory, we found that in these fifteen motivate factors, ten factors(leadership, support and guidance, fair rewards and punishments, perfect system, equity of reward, welfare, vacation, salary, cooperation and coordination, relationship, mutual respect) belong to hygienic factors. The other five factors(salary increase, promotion, training and learning opportunities, approval and appreciation, praise and reward) belong to motivational factors. Some important factors that should have main incentive effect according to Two Factors Theory, such as work interest, work challenging, job responsibility, do not play important roles in the post 80s' organizational motivation. This finding indicates that hygienic factors constitute the most part of motivation for
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