非物质激励对80后员工离职倾向的研究  

An Empirical Study of Impacts of Non-material Incentives on the Turnover Tendency of Post-1980s Employees

作　　者：梁青青[1] LIANG Qing-qing(School of Earth Science&Resources,Chang’an University,Xi'an Shaanxi 710054,China)

机构地区：[1]长安大学地球科学与资源学院

出　　处：《技术经济与管理研究》2019年第8期51-56,共6页Journal of Technical Economics & Management

基　　金：教育部人文社会科学研究专项任务项目（19SDSZ3018）;中央高校基本科研业务费专项资金（人文社科类）项目（300102509609/300102509660）;2018年全国高校共青团立项课题（2018LX224）;陕西省2018年高校辅导员工作研究课题（2018FKT08）

摘　　要：新时代企业的竞争就是人才的竞争,越来越多的企业意识到对人才管理的重要性。随着80后渐渐成为职场中的主体人群,其鲜明的个性追求与处世特点往往在职场中得到体现,如较高的流动性、不服从权威、抗压能力差等。文章根据对80后员工的性格特征和职场表现进行文献分析,总结出其在职场上深层次的需求特征,这些需求特征大致都与非物质层面上的激励有关。据此,结合80后员工高流动性的特点,从员工对非物质激励的重视程度以及满意程度两个方面进行考量,旨在探讨企业提供非物质激励的效果优劣对80后员工离职的选择是否存在影响。最后,以研究结论为依据,对企业如何更有效的保留、激励80后员工提出了的建议与对策,期望对企业人才管理实践具有一定的借鉴意义。The competition of enterprises in the new era is the competition of talents.More and more enterprises are aware of the importance of talent management.With the post-1980s becoming the main group in the workplace,its distinctive personality pursuit and characteristics of life are often reflected in the workplace,such as high liquidity,disobedience to authority,and poor ability to withstand stress.Based on the literature analysis of the personality characteristics and workplace performance of the post-1980s employees,the deep-seated demand characteristics in the workplace are summarized in the paper.These demand characteristics are roughly related to incentives at the non-material level.Based on this,combined with the characteristics of high mobility of post-1980s employees,based on 159 questionnaires,we consider the importance and satisfaction of employees'non-material incentives.Non-material incentive satisfaction is used as an independent variable affecting turnover intention.The conclusion is drawn by empirical analysis of the data.The aim is to explore whether the effectiveness of the non-material incentives provided by enterprises has an impact on the choice of employees born after 1980s.Finally,based on the research conclusions,some suggestions and countermeasures on how to retain and motivate the employees of the post-1980s generation more effectively is put forward,expected to provide some reference for the practice of enterprise talent management.

关 键 词：非物质激励 满意度 离职倾向 职业忠诚 精神激励 

分 类 号：F272.92[经济管理—企业管理]