在过去三十多年里，我国企业呈现了跨越式的发展，市场竞争也变得异常激烈， 人力资源的竞争已经成为企业资源竞争的重点内容。中层管理人员身 为企业的宝贵资 源，作为企业高层和一般员工之间的联系媒介，是企业不可或缺的宝贵资源，承受着 巨大的身心压力，中层管理人员压力大、离职率高一直是困扰企业发展的难 题。减轻 中层管理人员压力，使用正确、有效的激励方式是企业走出困境的唯一方式。为了让 企业更加健康的适应现代化发展，在中层管理人员内部建立起相关的激励是非常有 必 要的，当这种机制发挥出其相应的作用时，势必能够调动中层管理人员的工作积极性， 从而更好地促进企业的发展。 本文在仔细探讨我国中层管理人员激励观念的前提下，引 用T 企业作为案例企业 展开探讨，采取理论分析结合实际调研的方式。首先概述了本文的研究背景、意义、 国内外文献综述。其次在对激励问题、激励机制的理论基础、波特劳 勒激励模型进行 了概述的基础上，对T 企业的发展情况进行了详细地介绍，并对运用问卷调查方式对 企业现在所使用的激励机制展开分析，通过分析发现目前T 企业的激励机制 存在一定 的问题，包括绩效体系不健全、执行不到位、薪酬体系的公平程度不高、缺少长效激 励机制、薪酬激励制度不够健全等等问题。最后，根据波特劳勒激励模型设计了T 企 业的激励机制，并提出了该激励机制应采取的关键措施，对其采取相应的保障措施， 例如对选拔用人程序进行完善、不断地对组织结构的优化等。 希望通过本文的研究，可以 起到推动企业发展的作用。 本文以波特劳勒激励机制模型为基础，立足于中层管理人员激励之需求，探 索 运用内容激励理论满足中层管理人员个人需求，达到全面提升中层管理 人员工作积极 性的目的。通过对T 企业研究的结论和相关对策来看，对其他同类企业具有一定的适 用性， 这也是研究价值和目标所在。新的激励体系一定会将中层管理人员放在 主体 的地位， 主张调动管理人员的积极性，培养中层管理人员的创造能力。新的激励机 制不仅能对T 企业本身未来的发展起到积极重要的作用，而且还能对其它相关企业的 发 展具有一定的指导意义。 关键词：企业；激励机制；中层管理人员；策略 I ABSTRACT As a valuable resource of public institutions, middle managers are under great physical and mental pressure, not only facing the constraints of senior managers, but also managing grass-roots personnel. As a result, the pressure of middle managers is high and the turnover rate is one. In order to reduce the pressure of middle managers, the only way for institutions to get out of the predicament is to use the correct and effective incentive method. At present, there are many studies on incentive theory in China, and there are a lot of research on the management of public institutions. However, most of them do not aim at the working characteristics of middle managers in institutions from the perspective of institutions. On the rationality and existence of incentive system The effectiveness is studied in depth. In order to make the advantages of public institutions become more and more obvious, it is very necessary to establish a relevant incentive mechanism within public institutions. Once this mechanism can play a corresponding role, it is bound to arouse the enthusiasm of managers. In order to better promote the development of institutions. On the premise of carefully discussing the incentive concept of middle managers in our country, this paper uses T institution as a case institution to discuss, and adopts the way of theoretical analysis and practical investigation. First of all, the research background, significance and literature review at home and abroad are summarized. Secondly, on the basis of summarizing the theoretical basis and comprehensive incentive model of incentive mechanism and incentive mechanism, this paper introduces the development of T institution in detail, and analyzes the incentive mechanism used by public institutions at present. Through the analysis, it is found that there are some problems in the incentive mechanism of T institutions at present, including the imperfect performance system and the implementation of the incentive mechanism. If not in place, the fairness of the salary system is not high, the lack of long-term incentive mechanism, the salary incentive system is not perfect and so on. Finally, through the operation status of T institutions, combined with the current environment, using the way of problem investigation to T public institutions department setting and post setting, selection and recruitment, training management, performance management, salary incentive, career development, This paper makes an in-depth investigation on the culture, environment and other incentive mechanisms of public institutions, and discusses the shortcomings of the current incentive methods. On the basis of questionnaire survey, the incentive mechanism of T institution is designed by using the comprehensive incentive model, and the incentive model is put forward. The key measures to be taken are the corresponding safeguard measures, such as the improvement of the selection and employment proceduresthe continuous optimization of the organizational structure,the establishment of asound salary system and the way of III career development .Strengthen the improvement and management of performance management,stimulate the vitality of the team,strengthen key breakthroughs strengthen mechanism support,and build a complete system.It is hoped that through the research of this paper,it can play a role inpromoting the development of public institutions. Based on the comprehensive incentive mechanism model, based on the incentive needs of middle managers, this paper explores the use of content incentive theory to meet the personal needs of middle managers. To achieve the purpose of promoting the enthusiasm of middle managers in an all-round way. On this basis, the process incentive theory is adopted, from the germination of the psychological needs of middle managers to the realization as the goal, to promote the middle managers to move towards the goal step by step, and to promote the realization of the overall goal of public institutions with the realization of personal goals. Through the conclusion and related countermeasures of the study of T institutions, it has certain applicability to other similar institutions, which is also the research price. Value and target. Strive to implement a set of effective new incentive management mechanism, which will play a greater role in the development of grass-roots T institutions. The new incentive system will certainly put the middle managers in the position of the main body, advocate to mobilize the enthusiasm of managers, cultivate the creative ability of middle managers. The new incentive mechanism can not only play an important role in the future development of T institutions, but also play a guiding role in the development of other T institutions. Key words: Public institutions; incentive Mechanism; Middle management ；strategy IV 目 录 摘要 ..........................I ABSTRACT ................. III 第一章 绪论 ............... 1 1.1 研究背景及意义 ...... 1 1.1.1 研究背景 ......... 1 1.1.2 研究意义 ......... 1 1.2 国内外研究现状 ...... 2 1.2.1 国外研究现状 .............................. 2 1.2.2 国内研究现状 .............................. 3 1.3 研究方法 .................. 4 1.4 论文创新点 .............. 4 1.5 论文结构安排 .......... 5 第二章 相关理论知识 ............................ 7 2.1 相关理论基础 .......... 7 2.1.1 激励的内涵 ..... 7 2.1.2 中层管理人员 . 7 2.1.3 企业常用的激励手段 .................... 7 2.2 激励理论概述 .......... 8 2.2.1 内容激励型理论 ............................ 8 2.2.2 过程激励理论 . 9 2.2.3 人力资本理论 . 9 2.3 波特—劳勒激励模型概述 ................... 10 2.3.1 波特劳勒激励机制模型的主要内容 ......................... 10 2.3.2 波特劳勒激励机制模型的优势 .. 11 第三章 T企业的中层管理人员激 励问题现状 ............. 13 3.1 企业介绍 ................ 13 3.1.1 企业简介 ....... 13 3.1.2 企业组织结构 .............................. 14 3.1.3 T 企业人员 构成 ........................... 14 3.2 T企业的中层管理人员激励问题现状调查 ........................ 15 3.2.1 问卷设计与调查过程介绍 .......... 15 3.2