人力资源管理是企业不断提高核心竞争力重要研究领域之一，国有企业由于受到外 部激励环境和传统的企业内部员工管理理念的影响，基层员工的激励存在着较多问题， 难以满足企业健康持续发展的需求，而基层员工恰恰又是企业发展的基石，对于基层员 工激励效果的缺失，俨然已经成为公司人力资源可持续发展的主要障碍。因此，如何有 效解决基层员工激励问题，是现代企业人力资源管理工作的核心内容。 X 高速公路公司是交通运输行业代表性的国有企业，具备着国有企业的很多共同特 征，逐渐随着公司的运营管理及发展，公司基层员工开始出现工作态度消极、人员流失、 逆反情绪显露等问题。因此，本文在梳理国内外研究成果的基础上，运用文献研究法、 问卷调研法、数据分析法等方法对 X 高速公路公司基层员工激励存在的问题进行透彻 剖析。除了利用马斯洛需要层次理论、双因素理论、ERG 理论等内容型激励理论和公平 理论、期望理论等过程型激励理论，在人力可持续视角下，主要引用较新的理论基础： 舒尔茨和贝克尔的人力资本理论、彼得德鲁克的人本管理论和被世界环境与发展委员会 认可并采用的人力资源可持续发展理念，分析其激励问题成因，提出了在以“以人为本” 的激励指导理念下，X 高速公路公司综合激励对策，重设计了薪酬激励，完善了绩效考 核机制，建立了多样化的培训激励，构建了员工职业发展激励以及打造了以人为本的企 业文化，最后，给予了综合激励实施的财务保障、组织保障和监督保障三项保障。 本文的研究不但可以为 X 高速公路公司的基层员工激励问题找到了突破口，对 X 高速公路公司的激励体系进行优化，更是提出了“以人为本”的核心理念，X 高速公路公 司绝大多数基层员工都是 80 后、90 后，结合 80 后、90 后新生代员工的特点，形成了 X 高速公路公司基层员工综合激励对策的方法论和应用体系，强化了激励实施效果的有 效性，也可以为其他类似企业的基层员工激励管理提供理论借鉴和参考。 关键词: 高速；基层员工；激励II Abstract Human resource management is one of the important research fields for enterprises to improve their core core competitiveness. Because of the influence of external incentive environment and traditional internal employee management concept, the incentive of grass-roots employees has many problems, which is difficult to meet the needs of healthy and sustainable development of enterprises. Therefore, how to effectively solve the problem of grass-roots staff motivation is the core content of human resource management in modern enterprises. X-expressway company is a representative state-owned enterprise in the transportation industry, which has many common characteristics of state-owned enterprises. With the operation management and development of the company, the employees at the grass-roots level of the company begin to appear the problems of negative working attitude, staff loss, and the display of anti-reverse mood. Accordingly, on the basis of combing the domestic and foreign research results, this paper makes a thorough analysis of the problems existing in the incentive of grass-roots employees in X-expressway companies by means of literature research method, questionnaire research method, data analysis method and so on. Besides using Maslow's theory of hierarchy of needs, double factor theory, ERG theory and equity theory, expectation theory, etc. From the perspective of human sustainability, this paper mainly refers to the new theories: Schultz and Becker's theory of human capital, Peter Drucker's theory of human management and the concept of sustainable development of human resources approved and adopted by the World Commission on Environment and Development, analyzes the causes of its incentive problems, puts forward the comprehensive incentive countermeasures of X-highway companies, redesigns compensation incentive, improves performance appraisal mechanism, builds diversified training incentive, builds staff career development incentive and builds people-oriented culture. With a comprehensive incentive Financial security, organizational security and supervision security three guarantees.III The research of this paper can not only find a breakthrough for the incentive problem of grass-roots employees in X-expressway company, optimize the incentive system of X- expressway company, but also put forward the core idea of "people-oriented ", X most of the basic employees of highway company are post-80s and post-90s. Combined with the characteristics of the new generation of post-80s and post-90s employees, form the methodology and application system of comprehensive incentive countermeasures for grass-roots employees in X-expressway company, strengthen the effectiveness of incentive implementation, and provide theoretical reference for other similar enterprises. Key Words: Expressway;Basic staff;Motivation mechanismIV 目录 1 绪论.........................................................................................................................................1 1.1 研究背景和意义...........................................................................................................1 1.1.1 研究背景.............................................................................................................1 1.1.2 研究意义.............................................................................................................2 1.2 国内外研究成果...........................................................................................................3 1.2.1 国外文献综述.....................................................................................................3 1.2.2 国内文献综述.....................................................................................................4 1.2.3 国内外研究成果综述.........................................................................................7 1.3 研究方法.......................................................................................................................7 1.4 本文的创新点...............................................................................................................8 2 相关概念界定及理论基础.....................................................................................................9 2.1 相关概念界定...............................................................................................................9 2.1.1 激励.....................................................................................................................9 2.1.2 基层员工...........................................................................................................10 2.2 理论基础.....................................................................................................................10 2.2.1 人力资本理论...................................................................................................11 2.2.2 人本管理理论...................................................................................................11 2.2.3 人力可持续发展理论.......................................................................................12 3 X 高速公路公司基层员工激励现状分析............................................................................13 3.1 X 高速公路公司概况及基层员工基本情况..............................................................13 3.1.1 X 高速公路公司概况........................................................................................13 3.1.2 X 高速公路公司基层员工基本情况................................................................13 3.2 X 高速公路公司基层员工行为特征分析..................................................................15 3.2.1 工作内容单调枯燥...........................................................................................16 3.2.2 员工职业倦怠感明显.......................................................................................16 3.2.3 人员流失严重...................................................................................................16V 3.2.4 员工逆反情绪显露...........................................................................................17 3.3 X 高速公路公司基层员工激励存在的问题..............................................................17 3.3.1 薪酬设计不合理...............................................................................