本文通过对 GF 公司四个主要部门（研发、销售、技术支持和生产）的基层
员工对各维度激励要素进行满意度调查，本文使用了文献法，问卷调查访谈法，
定量分析法，主要运用了马斯洛的需求层次理论、奥尔德弗的 ERG 理论、赫茨伯
格的双因素理论、麦克利兰的成就需求理论，分析了由于员工的个体差异对各维
度激励因素满意度的影响，挖掘不同员工的需求特点，以及需求处于的状态，并
系统分析了 GF 公司激励不足的原因，在此基础上，提出了相应的对策及建议
经过本文的调查研究，认为在 GF 公司不同个体差异的员工对各维度激励要
素的存在显著性差异，不同年龄的员工在薪酬福利和个人发展维度激励要素满意
度上呈显著性差异，年龄对薪酬福利的影响呈正相关，随着年龄的增加，薪酬福
利的满意度越来越高。不同学历的员工在薪酬福利、个人发展及企业发展三个维
度激励要素满意度上呈显著性差异，学历对薪酬福利的满意度呈正相关，而学历
对个人发展和企业发展的满意度呈负相关。不同工作年限的员工，则是在薪酬福
利、他人尊重和认可维度激励要素的满意度上呈显著性差异，工作年限对薪酬福
利维度呈正相关。对于不同工作性质的员工，是在薪酬福利、工作关系、他人尊
重与认可和领导素质四个维度激励要素满意度上呈显著性差异。根据员工个体差
异引起不同维度激励要素满意度的差异性，得出 GF 公司目前存在的激励问题，
从而分析激励问题产生的原因，并提出了相关的优化措施
关键词：GF 公司,员工激励,个体差异,显著性分析,影响程度2
Abstract
In today&39;s era of rapid development of information, talent has become the core
competitiveness of enterprises.GF company is a high-tech enterprise in the field of
radio and television，talent is even more critical to become the lifeblood of the
survival and development of enterprises, but the development of GF company is slow,
or even in a state of decline. Workers are also very unstable, the turnover rate of each
department is higher, and the staff work enthusiasm is low, work efficiency is slow, so
that the whole enterprise has no vitality and activity。At this point, human resource
management has become a top priority, how to motivate employees, to stabilize the
staff and improve their enthusiasm for work has become an urgent problem for GF
company.
In this paper, based on the GF company&39;s four major departments (R & D, sales,
technical support and production) of the basic level of staff incentives satisfaction
survey,the use of literature, questionnaire interview, quantitative analysis,we use the
method of literature review, questionnaire survey and quantitative analysis, mainly
using Maslow&39;s hierarchy of needs theory，Alderfer&39;s ERG theory, Herzberg&39;s two
factor theory,Mcclelland&39;s theory of need for achievement, analyzes the impact of
individual differences on the various dimensions of employee motivation satisfaction,
mining demand characteristics of different employees, and the state of demand, and
systematically analyzed the reason of GF company lack of motivation, on the basis of
this, put forward the corresponding countermeasures and suggestions.
Through the investigation and study of this paper, the author thinks that there are
significant differences in the different dimensions of employee motivation factors in
GF company,different age of employee motivation has significant difference in
satisfaction factor salary and welfare and personal development dimensions, the
influence of age on welfare is positively correlated with the increase of age, and
satisfaction the higher salary and welfare.Employees with different degrees of
education of compensation and benefits, personal development and the development
of the three dimensions of enterprise incentive factors satisfaction showed significant
difference,different degrees of education is positively related to the satisfaction of
compensation and benefits, while the degree of education is negatively related to the3
satisfaction of personal development and enterprise development.Employees with
different working years have significant differences in the satisfaction of
compensation, welfare, respect for others and recognition of dimensions,the working
years are positively related to the compensation and benefits.For the different nature
of the work of the staff, in terms of compensation and benefits, working relationships,
respect and recognition of others and the quality of leadership four dimensions of
satisfaction factors showed significant differences.According to the individual
differences caused by differences between the different dimensions of the incentive
factors of satisfaction, incentive problems that GF company,and find the causes of the
incentive problems, and puts forward the relevant measures.
Keywords: GF company, employee motivation, individual difference,
significance analysis , influence degree4
目录
第 1 章 绪论.. 1
1.1 选题背景......... 1
1.2 研究目的和意义 ... 2
1.2.1 研究目的 .... 2
1.2.2 研究意义 .... 2
1.3 文献综述......... 3
1.3.1 员工个体差异方面 ........ 3
1.3.2 对企业的影响及影响程度方面 .......... 5
1.3.3 激励因素方面6
1.3.4 文献评述 .... 8
1.4 研究内容与研究方法 ........... 8
1.4.1 研究思路 .... 8
1.4.2 研究内容 .... 9
1.5 研究方法与技术路线.......... 10
1.5.1 研究方法 ... 10
1.5.2 技术路线 ... 11
第 2 章 激励概念与理论依据........... 12
2.1 激励含义........ 12
2.2 本文理论依据.... 12
第 3 章 问卷设计及调查实施........... 14
3.1 GF 公司介绍 ..... 14
3.1.1 GF 公司背景. 14
3.1.2 GF 公司员工现状......... 15
3.1.3 GF 公司部门职责......... 16
3.1.4 GF 公司目前的激励情况... 18
3.2 问卷设计依据.... 195
3.3 问卷内容........ 21
3.4 分析思路........ 21
3.5 信度检验和效度检验.......... 22
3.5.1 问卷的信度检验 ......... 22
3.5.2 问卷的效度检验 ......... 23
3.6 样本的选取与实施 23
第 4 章 问卷调查结果与分析........... 24
4.1 调查问卷的描述性统计结果.... 24
4.1.1 基本信息 ... 24
4.2 员工个体差异对激励因素满意度的差异性分析 26
4.2.1 年龄对激励因素满意度的差异性分析 ... 27
4.2.2 学历对激励因素满意度的差异性分析 ... 28
4.2.3 工作年限对激励因素满意度的差异性分析 ........... 29
4.2.4 工作性质对激励因素满意度的差异性分析 ........... 30
4.3 GF 公司员工激励问题总结及原因分析 ....... 32
4.3.1 问题总结 ...........
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