摘要
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摘要
劳务派遣是社会分工逐步走向精细化的产物，这种用工方式对于秦皇岛广电网
络公司而言是无可替代的。秦皇岛广电网络劳务派遣工存在以下两个特点，首先是
劳务派遣工分布的范围越来越大，其二便是知识型劳务派遣工逐渐成为市场主流

本篇论文使用了文献研究法、比较分析法、调查研究法和案例分析法等研究方
法，通过对国内外劳务派遣相关理论与经验进行总结和归纳，介绍了相关激励理论，
对公司进行走访和问卷调查，通过网络调查问卷的形式向公司劳务派遣人员进行问
卷调查，总结得出了秦皇岛广电网络劳务派遣工的激励因素，本文结合马斯洛需求
层次理论将员工的激励因素主要分为四类，分别是工资福利、工作内容、职业发展、
工作环境。从每类激励因素中又分别根据调查结果分析问题，细化实施方案，共制
定出了 13 个激励机制方案优化措施。结合公司实际情况，文章提出 6 个实施保障方
案，分别为激励机制优化与企业目标的相互衔接、企业提供政策支持、设立激励经
费专属账户，实施激励预算、对劳务派遣员工建立激励档案、充分保证职业发展的
公平与公正性、更新人才管理理念等

本文研究目的是通过实际调查，寻找激励秦皇岛广电公司劳务派遣工的新途径，
在理论意义上丰富了劳务派遣工激励机制研究的理论；在实际意义上，指导秦皇岛
广电网络优化劳务派遣工激励机制的优化，帮助公司提升劳务派遣工的工作满意度，
降低劳务派遣工的流动率，更充分利用人力资源，更好的实现企业的目标

关键词：劳务派遣；激励机制；秦皇岛；广电网络燕山大学工商管理硕士学位论文
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Abstract
The labor dispatch is the product of social division of labor gradually refined,this
kinds of employment mode is an indispensable means of employment of Qinhuangdao
radio and television company. The characteristics of the labor dispatch staff in
Qinhuangdao radio and television company can be concluded ,the first characteristic is the
distribution scope of labor dispatch employees is getting wider, the second is that the
knowledge dispatch worker has gradually become the mainstream.
This paper using various research methods, such as literature research, comparative
analysis, investigation and case analysis.Based on the theory and experience of domestic
and foreign labor dispatching, after the literature research and theoretical analysis of the
related motivation theory,the researcher makes a survey through the network.Base on
those questionnaire results,this paper summed up the Qinhuangdao radio and television
company labor dispatch staff incentive factors.Base on the Maslow&39;s hierarchy of needs,
this paper divided employee motivation factors into four categories, they respectively are,
the wages and benefits, work content, career development,and the work environment.
According to the investigation results, the incentive factors of each category are
analyzed,the author detailed implementation plan,there are 13 incentive mechanisms to
optimize the program. After analyzing the existing difficulties and the actual situation of
the company, the paper put forward six safeguard measures,they are connected with the
goal of the enterprise incentive mechanism optimization; provide policy support; The
establishment of incentive funds exclusive account, and the implementation of incentive
budget; Establishment of incentive files for labor dispatch employees; Fully guarantee the
fairness and impartiality of career development;renew idea of talents management.
The purpose of this article is to enrich the study on the theory of the incentive
mechanism of labor dispatch employees, from the theoretical aspects it can enrich the
theory of labor dispatch staff motivation mechanism,from the practice aspects.it can
guiding the Qinhuangdao radio and television company to optimize the incentive
mechanism of labor dispatch employees, help the company improving the job satisfaction
of the employees reduce the flow rate of the dispatched workers, and make the humanAbstract
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resources to be more fully utilized, so as to achieve the goal of the enterprise.
Keywords:labor dispatch;excitation mechanism;Qinhuangdao;radio and
television networks company目 录
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目 录
摘要I
ABSTRACT. II
第 1 章 绪 论.........1
1.1 选题背景及研究意义.......... 1
1.2 国内外研究现状...... 1
1.2.1 国外研究现状.. 1
1.2.2 国内研究现状.. 4
1.2.3 研究评述.......... 6
1.3 研究内容和方法...... 7
第 2 章 相关理论基础.........8
2.1 劳务派遣相关概念..8
2.1.1 劳务派遣的概念界定.. 8
2.1.2 劳务派遣的特征与性质.......... 9
2.1.3 关于劳务派遣的三方关系...... 9
2.1.4 关于劳务派遣用工的优势与劣势.... 10
2.2 激励机制相关理论介绍....12
2.2.1 马斯洛需求层次理论 13
2.2.2 ERG 理论........ 14
2.2.3 双因素理论.... 14
2.2.4 同步激励理论 14
2.2.5 公平理论........ 15
2.3 本章小结....15
第 3 章 秦皇岛广电网络劳务派遣工激励现状及问题分析.......16
3.1 秦皇岛广电网络基本情况 16
3.2 秦皇岛广电网络劳务派遣工特点 17
3.3 秦皇岛广电网络劳务派遣工激励机制现状........ 17
3.4 秦皇岛广电网络劳务派遣工激励机制存在的问题........ 18
3.4.1 管理层“重技术轻服务”的经营理念.18
3.4.2 同工不同酬现象仍然存在.... 19
3.4.3 劳务派遣工组织归属感不强 19
3.4.4 没有晋升的机会........ 20
3.4.5 与合同制员工对比工作量大 20燕山大学工商管理硕士学位论文
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3.5 本章小结.... 21
第 4 章 调查问卷的设计实施与问卷结果分析...........
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