I 摘要 随着经济全球化的日趋深入发展和互联网时代的到来，中国经济正在从高速 发展向高质发展转变。由于新冠肺炎疫情的影响，国内外环境迅速恶化，市场主 体面临的市场竞争越来越激烈，人才需求也越来越成为企业竞争的重要因素。很 多银行现有的激励制度在很大程度上不够完善，没有很好地起到激励作用，尤其 是国有银行因为架构比较大，往往对人才的激励不够灵活，容易影响员工对工作 的积极性，甚至会导致员工流失。 为了加强中国工商银行X支行人力资源的开发利用，本文以其基层员工为研 究对象，在系统分析国内外激励机制研究成果的基础上，调查了X支行基层员工 的激励现状。本次调查主要采取问卷调查的形式，问卷将基于马斯洛的需求层次 理论进行设计和分类，从生理需要、安全保障、情感归属、尊重激励、价值实现 五个方面统计分析现行的激励机制，总结出以下问题：薪酬体系不完善，薪酬水 平较低，福利种类与员工的期望不匹配；管理上缺乏有效沟通，要求多、关心少， 鼓励少、批评多，加班多、团建少；职业发展体系不完善，横向和纵向的晋升机 制与员工的个人职业生涯规划不匹配，进一步导致员工对企业的不认同和对自身 价值的不认同；低等级激励因素还没有得到满足，高等级激励因素难以激发。针 对以上问题提出改进建议：完善薪酬体系；优化绩效考核机制，合理使用正、负 激励措施；营造舒适的工作环境；完善职务职级晋升机制和与职业发展相匹配的 培训体系，扩宽职业的发展渠道；树立以人为本的理念，强化企业文化建设。通 过以上分析总结，为支行进一步完善员工的激励机制提供参考。 关键词：基层员工；需求层次理论；激励机制；改进措施 Abstract II Abstract WiththedeepeningofeconomicglobalizationandtheadventoftheInternetage, China'seconomyhasenteredanewnormalofhigh-qualitydevelopmentfrom high-speeddevelopment.Duetotheimpactofthenewcrownpneumoniaepidemic,the domesticandinternationalenvironmenthasrapidlydeteriorated,marketsubjectsare facinganincreasinglyfiercemarketcompetition,andthedemandfortalentshas increasinglybecomeanimportantfactorinenterprisecompetition.Theexisting incentivesystemofmanybanksisnotperfecttoalargeextentanddoesnotplayagood incentiverole.Inparticular,becauseofthelargestructureofstate-ownedbanks,the incentivefortalentsisnotflexibleenough,whichcaneasilyaffecttheenthusiasmof employeesandevencausethelossofemployees. InordertostrengthenthedevelopmentandutilizationofhumanresourcesintheX Sub-branchofIndustrialandCommercialBankofChina,thisarticletakesitsgrassroots employeesastheresearchobject.Basedonthesystematicanalysisofthedomesticand foreignresearchresultsontheincentivemechanism,thisthesisinvestigatesthe incentivestatusofgrassrootsemployeesinthebranch.Thissurveymainlytakesthe formofquestionnairesurvey,thequestionnairewillbebasedonMaslow'shierarchyof needstheorytocarryonthedesignandclassification,fromthephysiologicalneeds, security,emotionalcloseness,respectandmotivation,valuerealizationofstatistical analysisofthecurrentincentivemechanism,summedupthefollowingproblems: imperfectcompensationsystem,lowlevelofcompensation,mismatchbetweenwelfare typeandtheexpectationsofemployees;Lackofeffectivecommunicationin management,morerequirements,lesscare,lessencouragement,morecriticism,more overtime,lessteambuilding;Thecareerdevelopmentsystemisnotperfect,andthe horizontalandverticalpromotionmechanismdoesnotmatchtheemployee'spersonal careerplanning,whichfurtherleadstotheemployee'sdisapprovaloftheenterpriseand theirownvalue.Low-levelincentivefactorshavenotbeensatisfied,andhigh-level incentivefactorsaredifficulttostimulate.Suggestionsareputforwardtoimprovethe aboveproblems:improvethesalarysystem;Optimizetheperformanceappraisal mechanism,rationallyusepositiveandnegativeincentivemeasures;Createa comfortableworkingenvironment;Improvethepromotionmechanismofpositionsand ranksandthetrainingsystemthatmatchescareerdevelopment,andexpandthechannels Abstract III forcareerdevelopment;People-oriented,strengthentheconstructionofenterprise culture.Throughtheaboveanalysisandsummary,itprovidesreferenceforthebranch tofurtherimprovetheemployeeincentivemechanism. Keywords: grassrootsstaff;hierarchyofneedstheory;incentivemechanism; improvementmeasures 目录 IV 目录 摘要................................................................................................................................I Abstract.............................................................................................................................II 第1章绪论.....................................................................................................................1 1.1研究背景与研究意义.........................................................................................1 1.1.1研究背景...................................................................................................1 1.1.2研究意义...................................................................................................2 1.2研究方法及技术路线.........................................................................................2 1.2.1研究方法...................................................................................................2 1.2.2技术路线...................................................................................................3 1.3内容框架.............................................................................................................3 1.4创新点.................................................................................................................4 第2章研究综述.............................................................................................................5 2.1国外银行激励研究.............................................................................................5 2.1.1整体方面的研究.......................................................................................5 2.1.2物质激励方面的研究...............................................................................5 2.1.3精神激励方面的研究...............................................................................5 2.2国内银行激励研究.............................................................................................6 2.2.1整体方面的研究.......................................................................................6 2.2.2物质激励方面的研究...............................................................................6 2.2.3精神激励方面的研究...............................................................................7 2.3研究述评.............................................................................................................7 第3章激励机制相关理论基础.....................................................................................8 3.1激励及激励机制概念.........................................................................................8 3.2激励理论.............................................................................................................8 3.2.1内容激励理论...........................................................................................8 3.2.2过程激励理论...........................................................................................9 3.2.3行为后果激励理论...................................................................................9 3.2.4综合激励理论...........................................................................................9 3.2.5同步激励理论.........................................................................................10 目录 V 3.3本章小结...........................................................................................................10 第4章中国工商银行X支行基层员工激励机制现状问题分析..............................11 4.1中国工商银行X支行基本情况......................................................................11 4.2中国工商银行X支行基层员工基本情况......................................................12 4.2.1问卷设计.................................................................................................12 4.2.2员工特征.................................................................................................13 4.3中国工商银行X支行基层员工激励机制现状分析......................................14 4.3.1薪酬福利方面.................................