中国海油科研人员激励机制研究  

Research on Incentive Mechanism of CNOOC Scientific Researchers

作　　者：廖晋 梁豪 彭川 Liao Jin;Liang Hao;Peng Chuan(CNOOC China Limited Hainan Company,Haikou 570312,China;China National Offshore Oil Corporation,Beijing 100020,China)

机构地区：[1]中海石油(中国)有限公司海南分公司 [2]中国海洋石油集团有限公司

出　　处：《石油科技论坛》2022年第6期46-52,共7页PETROLEUM SCIENCE AND TECHNOLOGY FORUM

基　　金：中海石油(中国)有限公司科研项目“中长期科技发展战略及深化科技体制机制专题研究”(编号:QNZYKY-2020-ZJ-05)。

摘　　要：“十四五”以来,中国海洋石油集团有限公司按照“1534”总体发展思路,积极探索科学有效的激励机制,以激发科研人员的创新能力与干事积极性。研究分析了需要理论、需求层次论、双因素理论、期望理论、公平理论5种主流激励原理,提出建立以规划性、长效性、精准性、公平性为原则的激励机制模型。激励机制分为5个激励需求层次,分别为物质报酬、对资源的控制、交流与学习的机会、实现自我的机会、声誉激励。根据调研问卷数据,探讨科研人员在不同职级发展阶段各激励因素的作用。结合公司实际情况,建议要适当加大物质激励力度,拓展优化职业生涯发展通道,提高精神奖励空间等。In accordance with its“1534”development principle,CNOOC Limited has focused the efforts on the scientific and effective incentive mechanism to inspire enthusiasm of the scientific researchers for innovation since the start of the 14th Five-Year Plan period.This paper studies and analyzes the five main incentive principles,namely the demand theory,the theory on demand levels,the dual-factor theory,the expectation theory,and the fairness theory.It also proposes to make the incentive mechanism models in the principles of designing,long-term effectiveness,precision and fairness.The incentive mechanism is divided into five demand levels of incentive--remuneration in materials,control over the resources,opportunities for exchange and learning,opportunities for realization of one’s personal value and reputation incentive.The data from questionnaire survey were used to study the effects of various incentive factors in the different occupational career development stages of the researchers.Based on the company’s actual conditions,the paper proposes to appropriately raise the intensity of material incentive,expand the development channels for optimization of occupational career and enlarge the space for spiritual rewards.

关 键 词：科研人员 激励机制模型 物质激励 职业发展激励 精神激励 

分 类 号：G311[文化科学] F272.92[经济管理—企业管理]