摘要
随着人口红利、低成本劳动力等传统竞争优势的消失，劳动密集型制造业的转型升
级成为突破困境的关键。《中国制造 2025》更是把“人才为本”作为基本方针，因此员
工作为企业转型成长的载体和主力，是企业可持续发展的动力。而员工激励作为人力资
源管理中的关键环节，决定着企业经营效率的提升。80 后员工由于其特殊的成长背景，
他们有着多元化的价值观，敢于挑战权威的精神，需求特征有别于 80 前员工。他们也
逐渐成长为企业管理的核心竞争力，对他们的激励成为学者关注的焦点

本文以敏实集团为例，在总结回顾激励机制相关研究的基础上，厘清了激励机制的
定义、特点和理论基础。通过对敏实集团现有激励机制的分析，发现存在精神激励欠缺、
个人目标和集团目标不一致、缺乏动态调整的适应性等问题。以此为背景，全文以需求
作为出发点，通过问卷调查的方法对敏实集团 80 后员工的需求特征进行调查，运用
SPSS21.0 和 AMOS21.0 等软件，建立结构方程模型。统计结果显示，敏实集团
80 后员工的需求按影响大小依次为职业发展、薪酬福利、工作环境、同事关系，
工作本身

结合实证结果，借鉴波特——劳勒综合模型，以公平公正公开、差异化、柔
性、统一性为原则，以 80 后员工的需求为基础，通过对不同方案的整合以及激
励过程的评估和反馈，基于职业发展、薪酬福利和辅助措施三个方面对敏实集团
80 后员工的激励机制进行改进设计，并提出了组织、制度和思想的保障措施。文
章依然存在问卷覆盖面窄、激励机制考虑不全面等问题，也为未来的研究提供了
方向。II
Abstract
With the fading of conventional competitive edge, such as demographic dividend
and low cost labor, the transformation and upgrading is the crucial way to
breakthrough dilemma for the labor intensive manufacturing industry. “Made in
China 2025” plan even makes the talents as the basic policies. Thus, as for the
supports and main force of enterprise transformation and growing up, employees are
the power of business sustainable development. The employee motivation, which is
the key link of human resource management, determines the promoting of business
efficiency. Because of the special of growing up background, after 80S employees
have diversified sense of worth and the spirit of challenging authority, which is
different from 80 former employees. Scholars have been focusing on the motivation
of after 80S employees when they become the core competence of business.
Taking the Minth Group as the example, this thesis clarifies the definition,
characteristics and theoretical basis of motivation mechanism based on retrospecting
correlation study. The analysis of current motivation mechanism of Minth Group
discover the problems like the shortcoming of spirit motivation, conflicting aims
between enterprises and employees, lacking of adjusting dynamically. As a
background, this thesis analyze the demand characteristics of after 80S employees by
questionnaire survey and build the structural equation model(SEM) via the software
like SPSS21.0 and AMOS21.0 based on the demand of after 80S employees. The
results show that the influence of demand of after 80S employees in Minth Group is
vocational development(VD), compensation benefit(CB), working environment(WE),
colleague relationship(CR), working nature(WN) from high to low.
Combining with the statistical result, this thesis refers to Porter & Lawler’s
model of motivation, takes fair open justice, differentiation, flexibility, unity as
principle, integrate different plans, estimates the process of motivation, improves the
motivation mechanism of after 80S employees in Minth Group with vocational
development, compensation benefit and supplementary measures from the perspective
of demand, finally, puts forwards the safeguards of organization, institution and mind.
However it still has the limitation, such as the narrow average of questionnaire and
not comprehensive motivation mechanism, which also provides the direction of future
research.III
目 录
1 绪论 1
1.1 研究背景和意义 ..1
1.1.1 研究背景...1
1.1.2 研究意义...2
1.2 文献综述 ....3
1.2.1 激励的内涵 ..........3
1.2.2 主流激励理论的形成与发展 .....5
1.2.3 激励模型 ....8
1.2.4“80 后”员工的特征 ....11
1.3 研究的思路与内容........13
1.3.1 研究思路.13
1.3.2 研究内容.13
1.4 研究方法与技术路线 ...13
1.4.1 研究方法.13
1.4.2 技术路线图..........14
1.5 可能的创新点......14
2 激励机制的基础理论....15
2.1 激励机制的内涵及其特点........15
2.1.1 激励机制的内涵.15
2.1.2 激励机制的特点.16
2.1.3 激励机制的作用.17
2.2 激励机制设计的理论基础........17
2.2.1 委托—代理理论.17
2.2.2 行为动机理论 .....18
2.2.3 人力资本理论 .....18
2.2.4 心理契约理论 .....19
3 敏实集团员工激励制度的现状与问题分析..20
3.1 敏实集团概况......20
3.1.1 企业发展 ..20
3.1.2 人力资源概况 .....20
3.1.3 组织结构 ..21
3.1.4 经营水平 ..21
3.2 敏实集团员工激励制度的现状 ...........22
3.2.1 薪酬制度 .........
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