论文总字数：18555字

摘 要

90后员工逐步进入职场，成为职场主力军，在企业的各个职位上发挥着独一无二的作用。但由于90后这一群体的特殊性，如何建立有效的90后员工激励机制，以吸引、激励、留住90后员工，成为企业亟待解决的一大难题。本文梳理有关90后员工特征以及有关激励理论的文献，浅析90后员工的工作特征，结合国内外激励理论研究，探讨90后激励理论，为构建合理的激励机制打下基础。通过文献分析，本文发现了现行企业激励机制存在的问题，并将问题划分为三个维度，包括管理理念和员工的实际需求脱节，企业与员工相互不理解以及激励机制的制定与实施失当。随后,本文采用电话访谈的质性研究方法，了解到90后员工的自我评价和对于工作的选择哪些方面较为看重，并与其探讨各种激励机制对个人的激励程度、他们对激励因素要求改变的原因以及跳槽的原因。本文通过分析，归纳出90后员工最为重视薪酬福利待遇、个人的发展以及工作环境和氛围。最后，本文对现行激励机制提出了优化改善措施。

关键词：90后员工 激励机制 激励因素

A Study of post-90s Employees' Incentive Mechanism

Abstract

Post-90s employees have gradually entered into the work place, become the main force in the workplace, and play an irreplaceable role in companies. However, due to the characteristics of post-90s, establishing an effective incentive mechanism to attract, motivate, and retain post-90s employees has become a major unresolved problem for enterprises. This article reviews the characteristics of post-90s employees and the literature on motivation theory. After analyzing the work characteristics of 90s employees, combining domestic and international incentive theories, the 90s incentive theory is explored to lay the foundation for the construction of a reasonable incentive mechanism. Through literature analysis, this paper finds the problems existing in the current enterprise incentive mechanism, and divides the problem into three dimensions, including the disconnection between the concept of management and the actual needs of the employees, the lack of mutual understanding between the enterprise and the employees, and the improper formulation and implementation of the incentive mechanism. Afterwards, the qualitative research method of telephone interviews was used in this paper to understand the self-evaluation and which aspects are more important for the choice of work for post-90s employees, and discuss the degree of encouragement to individuals by various incentive mechanisms ,the reasons for the change of their demands on motivational factors, and the reasons for job-hopping. Through analysis, this article concludes that post-90s employees pay the most attention to salary and welfare, personal development, working environment and atmosphere. Finally, this article combines the above-mentioned aspects, and put forward the optimization measures to the current incentive mechanism.

Key Words:post-90s employees; incentive mechanism; motivational factors

目 录

摘要 I

ABSTRACT II

第一章 绪论 1

1.1 研究背景 1

1.2研究目的和意义 1

1.2.1研究目的 1

1.2.2研究意义 1

1.3研究内容和方法 2

1.3.1研究内容 2

1.3.2研究方法 2

1.4研究创新点 3

第二章 90后员工激励机制综述 4

2.1 激励理论研究 4

2.1.1 国外有关的激励理论 4

2.1.2 国内有关的激励理论 4

2.2 90后员工特征研究 5

2.2.1 定义 5

2.2.2 90后员工特征 5

2.3 90后员工激励研究 5

2.4 企业员工激励机制存在的主要问题 6

2.4.1 管理理念和员工的实际需求脱节 6

2.4.2 企业与员工相互不理解 7

2.4.3 激励机制的制定与实施失当 7

2.5 总结 8

第三章 研究方法 9

3.1 文献研究方法 9

3.2 研究情境 9

3.2.1 访谈提纲设计 9

3.2.2 访谈方式与对象的选择 9

第四章 研究发现 11

4.1 访谈结果的归纳 11

4.1.1 90后工作特质和工作选择 11

4.1.2 激励机制的激励作用 11

4.1.3激励因素要求的转变 12

4.1.4 跳槽原因 13

4.2 访谈结果的分析 14

第五章 优化90后员工激励机制的措施 15

5.1 强化物质利益的激励作用 15

5.2 为90后员工提供发展平台 15

5.3 重视企业文化的构建 16

5.4 优化工作环境与氛围 16

第六章 研究结论及展望 18

6.1 研究结论 18

6.2 进一步展望 18

参考文献 19

致谢 20

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