重庆国企员工激励措施研究——以重庆衡酒公司为个案

重庆大学硕士学位论文重庆国企员工激励措施研究——以重庆衡酒公司为个案姓名：梁娟申请学位级别：硕士专业：行政管理指导教师：吴绍琪20060401IWTO,,,——IIABSTRACTDeepenthereformoftheenterprises,suchasChina'smarketeconomyandjoiningtheWTOcontext,thestate-ownedenterprisesarefacingunprecedentedchallenges,includingcompetitionfortalentisthemostinspiringchallenges.Playagreatermeasureofexistingstaffskillsandenthusiasmenterpriseincentiveissuesasthedevelopmentofstate-ownedenterprisesbottlenecks.StaffMotivationofenterprisesistheimportantissuestostudyinmanagementscholarsandeconomists.Thestudyfromthefollowingthreeaspects:ThefirststeptoexplorethetheoryandpracticeofChineseandforeign-inspiredapplicationtrends,analysisandresearchenterprisesStaffMotivationstatus,summeduptheproblemsofstate-ownedenterprisesStaffMotivation,basedonexperienceandresearchtofindatheoreticalbasis;Thesecondstep:Chongqing-to-liquorcompaniesascaseofasingleoverallassessmentofthelaw,workevaluationelementsFrance,matrixclassificationsandvarianceanalysislawstudiesstaffsatisfaction,whichsummarizedtheChongqing-liquorcompaniesincentiveproblems,onthebasisofthestudysummedupChina'sstate-ownedenterprisesStaffMotivationgeneralproblemconditions:pay,benefitspoorincentivesunfair;enterprisehumanresourcesmanagementsystemimperfect;vocationaltraining,promotionopportunitiesnotlessfair;lackofchallengingwork,getlow;Three-stepprogrammeofresearchtodetermineincentiveguidingideologyandbasicprinciples,summarizedthecharacteristicsofasuccessfulenterpriseincentiveprogramme,inspiredbythematerialandspiritualinspirationcombine,encourageself-motivationofemployeesofstate-ownedenterprises--StaffMotivationmaterialincentiveprogrammesinclude:designincentivepaysystem,andlong-termincentivesandbenefits;Spiritualinspirationinclude:establishmentofeffectivestafftrainingmechanisms,designstaffcareer,inspiredbyobjectivesmanagementstaff,emotionalincentive,honorincentive,actsinspired,harmonyandcohesionoftheenterprisecultureandarichpsychologicalcontract.Keywords:State-ownedenterprise,theemployeemotivation,substancemotivation,spiritmotivation;employeesatisfactory.11121“”“”“”“”,“”1.11.1.1201978“”1984“”199212“”2003,13,,“”1.1.2,,,(1),,,“”,,,,,,,,(2),,,,,,“”,,,(3),,,1996:“,,”,,(4)3:;,14,;,:,,,;,;,,,(5)“”(6),,,,,,,,,,,,,,,,1.21.2.1151.2.2“”“”“”(1994)1.2.3,,,,161.2.41.31.3.11.3.21.(1)(2)2.17()30075%MSQ()8020%100(“18—2425—3435—4445—5455”20)25%60(“”20)15%“”“”MSQ()18()2922.12.1.1Hoppock(JobSatisfaction),(OverallSatisfaction)(anunitaryconcept)Vroom(1973)(ExpectationDiscrepancy)“”(NeedDeficiency)Porter&Lawlar(1968)(FrameofReference)“”“”(JobFacetSatisfaction)Smith,Kendall&Hulin(1969)“”2102.1.2XYHoppockHoppock(JobSatisfaction),(OverallSatisfaction)(ExpectationDiscrepancy)(FrameofReference)(Arnold)(Feldman)6(Locker)101957MSQ(MinnesotaSatisfactionQuestionnaire)MSQMSQ20MSQ100MSQMSQ(MinnesotaSatisfactionQuestionnaire,MSQ)1957WeissDawisEnglandLofquist10020MSQ20211————(singleglobalrating)(summationscore)“”20%80%80%20%20%1IIIIIIIV2121.00.550.02.53.54.52.1Table2.1classofmatrixI“”II“”III“”IV“”2.1.3CNKI“”“”19952002,107251995——2000200152002IIIIVIII21314—()5“”42,1995CS(CustomerSatisfaction)PDACR(PlanDoAnalyzeCorrectReview)——10726211999120002002252142689521952963971983996200019200126200247673282.22.2.1·“”“‘’“·“”“”·“‘’”215“”“motive”()“motivation”()(motivated)(incentive);“”“ABAB”(M.R.Jones)“”(MBA..74)“”(·1966)60“”“”216“”1.2.3.4.5.2.2.21.——ERG(HierarchyofTheory)1943217ERG70ERG(needforexistence)(needforaffiliation)(needforpullulation)ERGERG50“”200(motivationfactor)(hygienefactor)2182.“”(1964)=×219(EALocke)196819563.—(Adams)19631965()220()————“”50221———————2222.2.3CNKI1995200510150223“”“”“”“”“”224“”“”“”“”“”“”“”()“”()150101995199519995200020002003302252.2.4CNKI19962005107612152524——2262011.5“”,,,,“”:,,,;,,,(60%),,,1999112,,“227?”,7,,52%;35%;,24%,“”“”“”,,“”,;,,;,;228,,(),,“”,,,,,,,3——293——3.1199728090199727500700,WTO200573.2MSQ()3.2.13——“”(1)3——303.2.2MSQ“(MSQ)”(2)“”20%80%80%20%20%“”(3)“”“”“”……“”“”“”“1”“2”……“”“20”“1”20“2”19“3”18……“20”1=[(20)]3.33.3.130075%MSQ()8020%100(“18—2425—3435—4445—5455”20)25%60(“”20)15%3.3.233(2002.6—2005.6)3.12003620046200262003620036200463——313.1Fig3.1satisfactiondegreesurveyofhengjiucorporation3.13002002—200320968.9%2003—200418852.8%2004—200512441.2%333.13(2002—2005)Table3.1surveysheetofrecentthreeyears(thelasthalfyearof2002thefirsthalfyearof2005)singlewholeestimate%12002—200330020969.81522003—200430018852.8932004—200530012441.2113.3.34(4),,,2.50.55,,3——320.950.850.750.650.550.450.350.250.1502.53.54.53.2Fig3.2classofmatrixforeachsatisfactiondegreefactor3.2“24791214”I“”“2”“”“4”“”“7”“”“12”“?”19972+()“”()“14”“?”20057.7.12.11III.6.8.14.4.19.1.2.17.5.9.13IVIII.3.10.18.20.16.15.3——333.3.43.2Table3.2satisfactiondegreefactorscomparisonofdifferentage18—2930—4040—50503.4“”“”“”“”38.625—3446%35—4438%3.3Table3.3satisfactiondegreefactorscomparisonofdifferentposition3.37%3——344%88%3.4“”()“”3.4.1:,,,;,3.4.2“”3——35,“”,,,,,,,,,3.4.33:;,,;,:,,,;,;,,,3.4.43.33——36,;,,;,;“”43744.11.,,,,;,,2.3.“”4.,;;;;;;,;,;;5.,,;,,,;,,4.21.