中原工学院硕士学位论文 摘 要
激励机制对纺织企业员工满意度影响之实证研究
专 业：工商管理
研 究 生：李娟
指导教师：李雄诒 教授
摘 要
近年来，随着国内经济的发展，劳动密集型的欧亿·体育（中国）有限公司开始出现“用工荒”现象，
该现象从沿海地区的劳动密集型欧亿·体育（中国）有限公司扩展到内陆的劳动密集型欧亿·体育（中国）有限公司，且愈演愈烈，
而且纺织企业的“用工荒”比其他劳动密集型欧亿·体育（中国）有限公司如制造业的“用工荒”更为严
重。论文深入探讨了在“用工荒”的社会欧亿·体育（中国）有限公司大背景下，如何充分发挥激励的效
用提升纺织企业的员工满意度。

论文选择了四家有代表性的典型纺织企业，每个企业选取 50 名员工，采用问
卷、访谈相结合的收集欧亿·体育（中国）有限公司方式，其中问卷采用 SPSS17.0 统计软件进行问卷录入。

通过访谈和调查归纳出纺织企业实际采用 10 种激励方式，对各种激励方式的效果
进行统计分析，从中筛选出 5 个有效激励方式，借助于层次分析法，建立了激励
机制理论模型，分析出这 5 个激励方式的有效权重，进而分析四个被调查企业的
员工满意度。提出了异于上述四个企业的、其他企业之间激励效果的对比公式，
以对上述理论模型进行推广。为解决被调查纺织企业的员工满意度较低的问题，
提出了创设针对性的激励机制模式。为达长期效果，促进企业激励机制的长久有
效，提出采用多层次的激励机制模式。

通过数据分析和现场员工访谈表明：约有六成以上的工人对企业的激励机制不
太满意，职业认同感较低，目前四个纺织企业内部的相关激励方式均存在较大的
问题。激励机制中，企业和工人更多、更愿意倾向于选择物质激励。

通过理论模型计算表明：达到员工满意度，采取提高物质待遇、缩短工作时长、
完善后勤保障、发展与成长、改善车间环境这五种最主要激励的效果分别为0.5903：
0.2082：0.1076：0.0587：0.0352，效果逐步递减。通过五种激励方式，服装企业、
印染企业、规模较大纺纱企业、规模较小纺纱企业这四家企业的员工满意度的比
值分别为 0.3935：0.2949：0.2288：0.0828。计算结果与实际调查结果完全一致。

关键词：激励机制；员工满意度；纺织企业；河南省中原工学院硕士学位论文 Abstract
An empirical study on the effect of the motivation for
employee satisfaction of textile enterprises
Major: MBA
Master Candidate: Li Juan
Supervisor: Prof. Li Xiongyi
Abstract
In recent years, with the development of domestic economy, labor-intensive textile
enterprises began to appear phenomenon of labor shortage, which gradually extended
to the central and western regions of textile enterprises from the coastal areas of textile
enterprises. Furthermore, the phenomenon of labor shortage is worse in textile
enterprise than that in other labor-intensive industries such as manufacturing enterprise.
At the background of labor shortage, how to reach employee satisfaction through
effective motivation was discussed in this paper.
Four representative typical textile enterprises were chosen in this paper, with 50
workers in each enterprise. The combination of questionnaire and interview was used to
collect data. Survey questionnaire were collected using SPSS17.0 statistical software.
Satisfaction of all kinds of motivation mechanism and statistical analysis of professional
identity in sorting out motivation mechanism and the relationship between employee
satisfaction, and correlation analysis to investigate the related factors. With the aid of
analytic hierarchy process, the theory of motivation mechanism model was established
and five effective weight motivations were analyzed. Then surveyed staff satisfaction of
the four companies was analysis. To solve the problem of employee satisfaction of
textile companies, the creation of targeted motivation mechanism model was proposed
in this paper. For long-term effects, promote the enterprise motivation mechanism of
long effective, an motivation mechanism of multilevel model was presented.
Through data analysis and field staff interviews, about more than sixty percent of
the workers is not very satisfactory with the enterprise motivation mechanism. Low
professional identity of the four textile enterprise shows a big problem to related
motivations. For motivation mechanism, enterprises and workers were more and more
willing to tend to choose material motivations.