本文關(guān)鍵詞： 員工激勵(lì) 影響因素 機(jī)制優(yōu)化　出處：《大連海事大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：加入世貿(mào)組織以后,中國企業(yè)和跨國公司的第一場(chǎng)遭遇戰(zhàn)不是產(chǎn)品,也不是市場(chǎng),而是人力資本的爭(zhēng)奪。人類的經(jīng)濟(jì)發(fā)展進(jìn)入了知識(shí)經(jīng)濟(jì)時(shí)代,知識(shí)和技能正逐漸衍生成為一種生產(chǎn)資料,掌握知識(shí)和技能也就成為了生產(chǎn)資料的主人。知識(shí)和技能的掌握者已經(jīng)和傳統(tǒng)意義上的資本以及有形資產(chǎn),一起成為了生產(chǎn)要素的一部分,這就出現(xiàn)了一個(gè)新的概念——人力資本。人力資本在生產(chǎn)過程中發(fā)揮了巨大的作用,要運(yùn)用好人力資本,完善、系統(tǒng)的激勵(lì)機(jī)制是不可或缺的,這也是一個(gè)企業(yè)成熟和發(fā)展的標(biāo)志。隨著國內(nèi)市場(chǎng)國際化的發(fā)展趨勢(shì),使得中石油西部管道公司不僅面臨著國內(nèi)市場(chǎng)的激烈競(jìng)爭(zhēng),更面臨著國際大公司的挑戰(zhàn)。國際大公司有著現(xiàn)代化的管理機(jī)制、先進(jìn)的生產(chǎn)技術(shù)和高素質(zhì)的人力資源,這必將對(duì)中石油西部管道公司的發(fā)展帶來威脅。中石油西部管道公司要想獲得長久競(jìng)爭(zhēng)力的關(guān)鍵因素是人才的充分利用和不斷激勵(lì)。 本論文通過運(yùn)用激勵(lì)的主要理論,以激勵(lì)理論啟示為切入點(diǎn),對(duì)中石油西部管道公司員工激勵(lì)現(xiàn)狀的實(shí)證、規(guī)范分析,得出西部管道公司員工激勵(lì)優(yōu)化的基本思路,找出基于激勵(lì)影響因素及員工類型的優(yōu)化路徑,對(duì)西部管道公司乃至油氣管道企業(yè)員工激勵(lì)研究具有較強(qiáng)的參考價(jià)值。 本文采用訪談與問卷調(diào)查相結(jié)合的研究方法,在獲取調(diào)查數(shù)據(jù)后,運(yùn)用SPSS15.0統(tǒng)計(jì)軟件對(duì)數(shù)據(jù)進(jìn)行信度分析、因子分析、描述性統(tǒng)計(jì)分析、方差分析、回歸分析和相關(guān)分析。最后得到的研究結(jié)果,激勵(lì)元素的權(quán)重與員工的個(gè)人特征有直接聯(lián)系。對(duì)于公司的管理人員和從事技術(shù)工作的員工來說,更適宜采用內(nèi)在性激勵(lì)；對(duì)于行政人員、操作人員和其他崗位,更注重外在性激勵(lì)；物質(zhì)激勵(lì)、工作環(huán)境、工作本身、個(gè)人發(fā)展、外部競(jìng)爭(zhēng)和內(nèi)部競(jìng)爭(zhēng)這六個(gè)指標(biāo)與激勵(lì)滿意程度均存在顯著相關(guān)性,證明該六因素就是構(gòu)成西部管道公司員工激勵(lì)的重要影響因素；通過回歸分析得出物質(zhì)激勵(lì)和工作本身對(duì)激勵(lì)效果的影響和貢獻(xiàn)較大,而外部競(jìng)爭(zhēng)和內(nèi)部競(jìng)爭(zhēng)的貢獻(xiàn)較小。
[Abstract]:After China's entry into the WTO, the first encounter between Chinese enterprises and multinational corporations is not a product or a market, but a scramble for human capital. The economic development of mankind has entered the era of knowledge economy. Knowledge and skills are gradually emerging as a means of production, and mastering knowledge and skills becomes the master of the means of production. The knowledge and skills master has been associated with capital and physical assets in the traditional sense, It has become a part of the factors of production together, and a new concept, human capital, has emerged. Human capital has played a great role in the production process. To make good use of human capital, perfect and systematic incentive mechanism is indispensable. This is also a sign of maturity and development of an enterprise. With the trend of internationalization of the domestic market, CNPC is not only facing fierce competition in the domestic market. They also face the challenge of large international companies, which have modern management mechanisms, advanced production technology and high quality human resources. This will certainly threaten the development of PetroChina Western Pipeline Company, the key factor of which is to make full use of talents and encourage them continuously. Based on the main theory of incentive and the inspiration of incentive theory, this paper analyzes the current situation of staff incentive in PetroChina Western Pipeline Company, and obtains the basic idea of staff incentive optimization in China Western Pipeline Company. To find out the optimal path based on incentive factors and employee types has a strong reference value for the study of employee motivation in western pipeline companies and even oil and gas pipeline enterprises. This paper adopts the research method of interview and questionnaire, after obtaining the survey data, the reliability analysis, factor analysis, descriptive statistical analysis, variance analysis of the data are carried out by using the SPSS15.0 statistical software. Regression analysis and correlation analysis. Finally, the weight of incentive elements is directly related to the individual characteristics of employees. For managers and employees engaged in technical work, it is more appropriate to adopt intrinsic motivation; For administrative personnel, operators and other posts, more attention is paid to external incentives; material incentives, working environment, work itself, personal development, external competition and internal competition are all significantly related to the degree of incentive satisfaction. It is proved that these six factors are the important influencing factors of employee incentive in western pipeline company, and through regression analysis, it is concluded that the material incentive and work itself have great influence and contribution to the incentive effect, but the external and internal competition have less contribution to the incentive effect.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.2

【參考文獻(xiàn)】

相關(guān)期刊論文 前5條

1 王文波;;對(duì)R.House綜合激勵(lì)模式的分析及修正[J];大連大學(xué)學(xué)報(bào);1992年02期

2 李德洲;西方激勵(lì)理論的啟示與借鑒[J];河南商業(yè)高等�？茖W(xué)校學(xué)報(bào);2005年05期

3 顏偉,謝芳;試論波特勞勒“綜合激勵(lì)模型”的應(yīng)用[J];企業(yè)技術(shù)開發(fā);2005年08期

4 薛建強(qiáng);;管理學(xué)與經(jīng)濟(jì)學(xué)的比較分析:基于人性假設(shè)的視角[J];現(xiàn)代經(jīng)濟(jì)(現(xiàn)代物業(yè)下半月刊);2007年05期

5 萬希;西方激勵(lì)理論的演變及其展望[J];浙江工商職業(yè)技術(shù)學(xué)院學(xué)報(bào);2004年02期

相關(guān)博士學(xué)位論文 前1條

1 劉愛東;在華跨國公司績效管理研究[D];復(fù)旦大學(xué);2005年

相關(guān)碩士學(xué)位論文 前3條

1 張曉斌;長慶油田公司員工激勵(lì)機(jī)制研究[D];西安理工大學(xué);2005年

2 王家福;國有企業(yè)員工激勵(lì)機(jī)制研究[D];北京交通大學(xué);2007年

3 袁宇;大慶油田員工激勵(lì)效力評(píng)價(jià)研究[D];大慶石油學(xué)院;2009年

，

本文編號(hào)：1542206