本文以 M 银行太原分行劳务派遣员工为研究对象，探索适合其劳务派
遣员工的激励体系，进一步规范劳务派遣用工管理，建立科学有效的激励
制度，提升员工的归属感、责任感和使命感，形成推动企业发展的正能量
本文主要采用文献研究、问卷调查和实证分析的方法，在总结国内外研究
成果的基础上，首先对 M 银行太原分行劳务派遣员工现行激励体系与政策
进行深入剖析，通过调研发现劳务派遣员工在激励体系方面存在较多问题，
劳务派遣员工在晋升渠道、目标任务激励政策、福利等方面的认可度偏低，
无法调动劳务派遣员工的工作能动性，劳务派遣员工对自身的职业定位、
价值实现也表达了更高的要求。然后，分析了 M 银行太原分行劳务派遣员
工与正式员工激励需求在身份、薪资福利、晋升渠道、受重视程度等方面
存在的主要差异，论证了激励政策的有效性以及需要改进的激励措施。最
后，本文提出了 M 银行太原分行劳务派遣员工激励的对策，如改善劳务派
遣员工的薪酬待遇，重塑劳务派遣员工的职位体系，有效规划劳务派遣员
工职业生涯，加强公平公正企业文化建设等。并提出了 M 银行太原分行劳II
务派遣员工激励体系在实施的人员保障、组织保障和制度保障
本文的创新点主要体现在：第一，以 M 银行太原分行劳务派遣员工为
研究对象，研究具有行业特色和适用性；第二，设计了 M 银行太原分行劳
务派遣员工激励体系，并提出了有效实施的保障措施，使员工成长与企业
发展同趋同步。本文旨在通过对 M 银行太原分行劳务派遣的用工情况进行
分析，完善当前 M 银行太原分行对劳务派遣用工的激励机制，为 M 银行太
原分行和国内其他相关企业使用劳务派遣用工提供了一定参考
关键词：商业银行；劳务派遣；问卷调查；激励对策III
Research on the Incentive Problems of Labor
Dispatch Staff in the Shanxi Branch of M
Commercial Bank
Abstract: With the rapid development of the business and the
improvement of the labor contract law, the labor dispatch mode, with the
advantage of reducing the cost of labor and preventing the risk of employment,
has been developing rapidly in M branch of Bank of China, Taiyuan branch. As
a part of the enterprise employment, the labor dispatch staff is one of the
important carriers of the enterprise development. Because M bank Taiyuan
branch was founded more than two years, short operation time, and in the
transition to the stage of management by vertical horizontal management, the
labor dispatch system employees incentive system is not perfect, to a certain
extent restrict labor dispatching employees feeling hot.
In this paper, M bank Taiyuan branch of labor dispatch employees as the
research object, to explore the labor dispatch staff incentive system, further
standardize labor dispatch management, establish a scientific and effective
incentive system, enhance their sense of belonging, sense of responsibility and
mission, the positive energy to push the formation of enterprise development.
This paper mainly adopts the methods of literature analysis, questionnaire
survey and empirical research, based on summarizing the results of previous
studies, first on the M bank Taiyuan branch current labor dispatch staff
incentive system and policy analysis, through the investigation found that there
exist many problems in the labor dispatch staff incentive system, the labor
dispatch employees in the promotion channels, objectives and tasks the low
recognition degree of incentive policy, welfare and other aspects of the laborIV
dispatch, to mobilize the initiative of the staff, the labor dispatch staff
occupation on its location and value realization also expressed higher
requirements. Then, the paper analyzes the difference between the M bank
Taiyuan branch of labor dispatch employees and employees incentive needs
exist in identity, salary and welfare, promotion channels, attention and other
aspects, which demonstrates the effectiveness of incentive policies and the need
to improve the incentive measures. Finally, this paper puts forward the
Countermeasures of Taiyuan branch of M bank labor dispatch staff incentives,
such as improving the labor dispatch staff salary, reshape the labor dispatch
staff position system, effective labor dispatch employee occupation career
planning, strengthen the building of enterprise culture fair. And put forward the
M bank Taiyuan branch labor dispatch staff incentive system in the
implementation of personnel security, organizational security and system
security.
The innovation of this paper is mainly reflected in: first, to M bank
Taiyuan branch of labor dispatch employees as the research object, research
with industry characteristics and applicability; second, the design of incentive
system to send employees M bank Taiyuan branch service, and put forward the
safeguard measures of the effective implementation, the staff growth and
enterprise development trend of synchronization. This paper aims at analyzing
the labor dispatch of M bank Taiyuan branch service, improve the incentive
mechanism of M bank Taiyuan branch of the labor dispatch, provide a reference
for the Taiyuan branch of M bank and other domestic enterprises in the use of
labor dispatch.
Keywords：Commercial bank；Labor dispatch staff,；Questionnaire survey；
Incentive CountermeasuresI
目 录
1 绪论....1
1.1 研究背景和意义..........1
1.1.1 本文研究的背景1
1.1.2 本文研究的目的和意义2
1.2 国内外研究综述..........3
1.2.1 国外研究综述....3
1.2.2 国内研究综述....5
1.2.3 国内外研究评价7
1.3 研究的内容和方法......8
1.3.1 研究的内容........8
1.3.2 研究的方法........9
2 相关概念界定和理论基础..11
2.1 相关概念的界定........11
2.1.1 劳务派遣的含义..........11
2.1.2 劳务派遣的分类..........11
2.1.3 劳务派遣员工的特点..12
2.2 激励的相关理论基础13
2.2.1 内容型激励理论..........13
2.2.2 过程型激励理论......
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