时光如梭，迈入2019之际，我国的千禧一代（出生于1981到2004年之间的年 轻一代）的员工已经逐渐成为企业及组织内的中坚力量。他们当中的一部分人通过自 身的不断学习和兢兢业业的努力，已经有所成长并跻身进入了公司的管理领域。在不 知不觉中各个企业已经迎来了新老核心员工交替的时代，在一些重要岗位上的重任已 经交替给了年轻一代。与此同时人才引进，员工发展和保留问题也愈加明显，企业每 年花费数目庞大的经费在人才招募，人员培训，却仍旧不得要领以至于承受着每年大 量的人员，特别是千禧一代员工离职的事实。帮助企业降低成本的策略背后是如何正 确看待千禧一代员工离职率居高不下，如何了解千禧一代员工的特质以及他们内在工 作激励所在，从而优化企业内部流程以点燃他们对于工作的热情，帮助他们在职业生 涯上稳步发展的问题探究。与此同时，探究公司体制如何从十年如一日的流程往更加 适应新时代方向进行变革和改善。帮助组织面对以后更加严峻的青年人才竞争形势做 试金石。 本论文以世界五百强外企Q公司为例，通过梳理和工作激励相关理论和分析工 具，如德西的自我决定理论、工作设计理论、波特劳勒的期望激励理论、雷克顿ERG3 位理论等，通过分别对这些理论的梳理，尝试整合出适合于Q公司千禧一代员工激 励的体制。与此同时通过问卷调查的方式对于Q公司员工激励因素需求结果进行统 计，并且对结果做综合分析以便追寻到现有激励机制中的不足和体制中所存在的短板 运用相关工作激励和工作设计理论，通过对千禧一代员工的问卷调查报告结果统计分 析不同年龄层和不同岗位级别的千禧一代员工的工作对于激励现状的想法，探测他们 对于各种类型激励的期望和倾向值。结合Q公司的体制现状，在公司运营流程和策 略实施方面入手，制定合理规章，开展可行项目，切实有效的针对现有的体系各方面 进行制定或修改一系列措施。 关键词：千禧一代；Q外资企业；工作中激励体制；外在激励，自我激励 III Abstract As time goes by, we enter year of 2019. Millennials (Who was born between 1981-2004) employees of our country have become the backbone power of each organization / company. Some of them has managed to enter managerial level. Without being awarded by the company, the era of succession of the old by the new is coming. The problem of attracting talent as well as retain. Company spend big amount of money on recruiting, skill training, nevertheless they still suffering on the fact of high wastage rate of employee especially millennial employees. To help company reduce the operation cost, we need to treat the high wastage rate phenomenon correctly, need to understand the millennials characteristic and how to trigger self-motivation of themselves, After that company can work out an optimized internal process to help these young employees a stable career development. Meanwhile, to discover a system of company that more suit for new era situation, to reform and update the current process so that help enhance the capability of organization to face the severe trend of talent pool competition in the future. In this paper, Q the 500-fortune company is researched as an example. We use the theory of work motivation and analyzing tools, such as Desi’s self-determination theory, job design theory, Porter’s expectation motivation theory, Rekton's ERG3 theory, by studying these theories and apply them to optimize the internal process of Q of employee motivation system. In addition, we implement survey among millennial employees to discover and analysis the millennial employees’ motivation element and their requirements. Also we will do comprehensive analysis to discover the shortcoming of the current motivation system. By using work motivation theory and job design theory plus the outcome of survey, combined with the Q current internal system, to work out an practical solution to optimize the current system by designing and modifying internal SOP. Keywords：Millennial employees; Q company; Work motivation；External motivation, Self-motivation 目录 致谢 ................................................................................................................................... I 摘要 .................................................................................................................................. II Abstract............................................................................................................................III 第1章 绪论 .................................................................................................................... 1 1.1研究背景 ............................................................................................................... 1 1.2研究对象 ............................................................................................................... 3 1.3研究意义 ............................................................................................................... 4 1.4 国内外研究现状 .................................................................................................. 5 1.4.1国外研究现状................................................................................................. 5 1.4.2国内研究现状................................................................................................. 6 1.5 研究思路 .............................................................................................................. 7 1.6 研究方法 .............................................................................................................. 7 1.7 本章小结 .............................................................................................................. 8 第2章 相关理论概述 ..................................................................................................... 8 2.1千禧一代的概念 ................................................................................................... 9 2.2激励的概念 ......................................................................................................... 10 2.2.1外部激励 ...................................................................................................... 10 2.2.2自我激励 ...................................................................................................... 11 2.3激励的理论 ......................................................................................................... 11 2.3.1德西 自我决定理论 ..................................................................................... 11 2.3.2工作设计理论............................................................................................... 12 2.3.3克雷顿ERG3位理论 ................................................................................... 13 2.3.4波特-劳勒 期望激励理论 ............................................................................ 14 2.3.5有机整合理论............................................................................................... 15 2.3.6主流激励理论评述 ....................................................................................... 16 2.4本章小结 ............................................................................................................. 16 第3章 Q公司概况及千禧一代员工的激励机制现状 ..................................................17 3.1 Q公司公司文化及千禧一代员工架构概述 ........................................................17 3.2 Q公司员工激励现状调查 ...................................................................................18 3.2.1问卷调查的样本选择 ................................................................................... 18 3.2.2问卷设计说明............................................................................................... 18 3.2.3 Q公司激励调查结果综合分析 .................................................................... 20 3.2.4 Q公司员工激励因素需求结果统计 ............................................................ 25 3.3本章小结 ..............................................................................................................29 第4章 Q公司对于千禧一代员工现有激励机制存在的问题 .......................................30 4.1层级管理及某些官僚制度作风下的固化问题 ....................................................30 4.1.1 跨部门合作沟通壁垒 ..............................................................................