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论文编号：	11699
作者编号：	2120183013
上传时间：	2020/6/19 19:17:56
中文题目：	员工激励的诱因组合与动态变化：基于双因素理论的拓展研究
英文题目：	The incentive combinations and dynamic changes of employee motivation: An extended study based on Two-Factor theory
指导老师：	杨斌
中文关键字：	双因素理论；动机理论；诱因组合；激励政策；组织情境
英文关键字：	Two-factor theory; Motivation theory; Incentive combinations; Motivation policy; Organizational situation
中文摘要：	随着经济环境从高速增长时期进入转折期，企业面临着激励需求上升与企业实力下降之间的矛盾，长久困扰企业的激励失效问题在此时越来越突出。企业既要避免激励政策的高成本负担，又要通过激励机制实现自身转型创新，这要求企业采取高效的员工激励方式。 本研究以双因素理论为基础，从激励和保健的诱因组合出发，提出企业应根据组织情境变化特点，进行针对性的高效激励。并通过对双因素理论的拓展研究，将诱因组合与组织情境相结合，构建“保健-情境-激励”的异质共生模型，阐述了三者之间的互补替代关系。在此基础上，分别从组织分工协作体系和组织动态发展规律两个角度，探讨不同组织情境下的诱因组合特点及其变化。为企业制定激励政策、避免激励失效提供理论参考。 首先本研究从劳动分工和技术发展角度明确了激励的本质，并从“诱因-动机-行为”逻辑梳理了多种类型的动机理论。基于此讨论了双因素理论具有的独特价值和应用空间，并对双因素理论进行了拓展研究，在构建互补替代模型的基础上，利用工作特征模型和企业生命周期理论，探讨了组织结构上的工作情境特点和动态发展中的组织发展规律，并具体分析了不同组织情境的特点及其匹配的诱因组合特点。然后通过多案例研究具体展现了诱因组合的应用特点和动态变化。最后得出高水平特征的工作情境需要充分引导本身所具有的激励因素，而低水平特征的工作情境需要更重视保健因素的维持；以及当企业发展到环境充满风险的阶段时，应更重视带来稳定的保健因素，而当环境过于稳定时，应更强调带来冒险和努力的激励因素。据此提出了企业激励政策制定的合理化建议。
英文摘要：	Since the economy entered a turning point from the high-speed growth period, companies have been facing the contradiction between the rise of motivation demand and the decline of corporate strength. The problem of motivation failure is becoming more and more prominent at this time. Enterprises need not only to avoid the high cost of motivation policies, but also to realize the innovation through motivation system. It requires enterprises to adopt efficient employee motivation methods. Based on the two-factor theory, this study proposes that companies should provide targeted and efficient incentives according to the organizational situation . And through the extended study, the incentive combinations and organizational situations are combined to construct a "Hygiene-Situation-Motivation" model. Based on this model, the characteristics and changes of incentive combinations in different organizational situations are discussed from two perspectives: organizational division and cooperation system, and organizational dynamic development. Based on this, it provides a theoretical reference for enterprises to formulate motivation policies and avoid motivation failures. First of all, this study clarifies the essence of motivation and sorts out various types of motivation theories from the logic of "incentive-motivation-behavior". Based on this, the unique value and application space of the two-factor theory are discussed. Based on the "Hygiene-Situation-Motivation" model from expanded study on two-factor theory, the job characteristics model and the corporate life cycles theory are used to discuss the characteristics of incentive combinations which match the different organizational situations. Then through a multi-case study, the application characteristics and dynamic changes of the incentive combinations are specifically demonstrated. Finally, it is concluded that the job situations which have high-level job characteristics need to fully guide their own motivation factors, while the situations which have low-level job characteristics need to pay more attention to the maintenance of hygiene factors; and when the company develops to a stage where the environment is full of risks, it should pay more attention to the hygiene factors, and when the environment is too stable, more emphasis should be placed on the motivation factors that bring risk-taking and creativity. Based on this, the study proposes reasonable suggestions for the formulation of corporate motivation policies.
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