基于双因素理论和层次分析法的公考培训师满意度研究——以HT公司云南分公司为例  

Research on the Satisfaction of the Civil Service Trainers Based on Two-factor Theory and Analytic Hierarchy Process:Taking HT Company Yunnan Branch as an Example

作　　者：冯万荣[1] 

机构地区：[1]昆明理工大学津桥学院经济管理学院,昆明650106

出　　处：《价值工程》2016年第22期53-56,共4页Value Engineering

摘　　要：赫茨伯格的双因素理论提出保健因素只能消除员工的不满但不能对员工产生激励作用,只有激励因素才会对员工产生激励作用。因此对于公司的管理者来说,要区分清楚保健因素和激励因素,针对影响激励因素的原因改进公司的管理,从而提高员工的满意度,激励员工努力工作。本文以HT公司云南分公司培训师为例,以双因素理论为基础,运用层次分析法进行了量化研究,以期了解该公司培训师的满意度状况,为公司的发展提供可借鉴的参考。Herzberg＇s two-factor theory put forward that health care factors could only eliminate the dissatisfaction of employees but could not produce incentives for employees, and only the incentive factors could have incentives to employees. Therefore, the managers should distinguish health factors and incentive factors, and aiming at the reasons of influencing factors, improve the management of the company so as to improve employee satisfaction and motivate employees to work hard. In this paper, taking the trainers in HT Company Yunnan Branch as an example, based on the two-factor theory, it used analytic hierarchy process to make a quantitative research in order to understand the corporate trainer＇s satisfaction status and provide a useful reference for the development of the company.

关 键 词：双因素理论 满意度 培训师 

分 类 号：F272.92[经济管理—企业管理]