摘
要
摘要
随着我国经济发展全面步入新常态阶段，以“85后”、“90后”为代表的新
生代员工，已是当前公司发展中不可或缺的关键力量，怎样全面激发他们工作积
极性为公司优质发展做出贡献，是目前人力资源管理所面临的一项重要课题。同
时，受信息技术发达及现代教育的影响，新生代员工往往在个人性格、事业观、
社会价值观、工作方式等方面都具有较明显的个人特点，公司传统激励方式在一
定程度上难以满足当前发展需求。因此针对新生代员工，公司应该根据新的发展
形势采用新的激励方法，通过合理有效的激励策略充分激发新生代员工工作的积
极性、增强新生代员工的成就感和企业归属感。
论文以 Y农商银行为研究对象，基于双因素理论，通过对新生代员工深入访
谈和问卷调研，分析总结现行激励方式存在的问题及产生原因，并提出相应的改
进方案和保障措施。首先，基于访谈分析结果，结合双因素理论确定 12项激励因
素，从满意度和重要程度两个方面展开对 Y农商银行新生代员工激励现状的问卷
调查。其次，通过对获得的数据进行方差分析，发现不同学历、工作年限等个人
因素对激励效果的影响，在此基础上查找因个体差异而引发的激励问题。第三，
运用 IPA分析法提炼出影响新生代员工满意度的关键因素，找出 Y农商银行激励
方面存在的问题及产生原因，结果表明目前 Y农商银行在激励中需要重点改进的
因素有 5项，其中薪资福利属于保健因素，绩效考核、工作成就感、晋升机会和
培训学习属于激励因素。最后，针对需要重点改进的因素，结合实际提出以下改
进方案和相关的保障措施：优化薪酬制度，确保公平公开、健全福利体系，符合
新生代需求、优化绩效考核，实现多元奖励、实现人岗匹配，提升工作成就感、
畅通晋升渠道，加快晋升速度、完善培训体系，满足个性化需求。
论文围绕 Y农商银行新生代员工的激励问题展开研究，一是拓宽了双因素理
论和 IPA分析法的应用领域，二是有利于银行本身的发展，同时对其他商业银行
在激励新生代员工方面也具有一定的参考和借鉴价值。
关键词：农商银行；新生代员工；员工激励；双因素理论
I
Abstract
Abstract
Along with our country economic development fully into the new normal phase,
with "post-85s", "post-90s" as the representative of new generation employees, is the
key power of company development, how to fully arouse their working enthusiasm for
the company to make contributions to the development of high quality is an important
subject of human resource management faces. At the same time, influenced by the
development of information technology and modern education, the new generation of
employees tend to have obvious personal characteristics in personal character, career
outlook, social values, working style and other aspects, and the traditional incentive
mechanism of the company is difficult to meet the current development needs to a
certain extent. Therefore, for the new generation of employees, the company should
adopt new incentive methods according to the new development situation, and fully
stimulate the enthusiasm of the new generation of employees through reasonable and
effective incentive strategies, and enhance the sense of achievement and enterprise
belonging of the new generation of employees.
This paper takes Y Rural Commercial Bank as the research object, based on the
two-factor theory, analyzes and summarizes the existing problems and causes of the
current incentive mechanism through in-depth interviews and questionnaire surveys of
the newgeneration of employees,and puts forward correspondingimprovement
schemes and safeguard measures. First of all, based on the interview analysis results
and combined with the two-factor theory, 12 incentive factors were determined to carry
out a questionnaire survey on the incentive status of the new generation employees of
Y Rural Commercial Bank from two aspects of satisfaction and importance. Secondly,
through variance analysis of the obtained data, the influence of personal factors such as
different educational background and working years on the incentive effect is found,
and the incentive problems caused by individual differences are found on this basis.
Thirdly, IPA analysis method is used to extract the key factors affecting the satisfaction
of the new generation of employees, and find out the problems existing in the incentive
mechanism of Y Rural Commercial Bank and their causes. The results show that there
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