績效考核-工作滿意度、工作動機激勵、人力資源管理.doc

【摘要】隨著人力資源管理在中國企業(yè)界的推廣和新經(jīng)濟時代的到來，工作滿意度、工作動機激勵逐漸成為組織管理理論與實踐所探討的重要問題。本研究對中國IT行業(yè)與傳統(tǒng)行業(yè)的工作滿意度和激勵因子結(jié)構(gòu)進行了比較分析。550名來自10家不同企業(yè)組織的被試參加了本研究，其中IT行業(yè)被試272人，傳統(tǒng)行業(yè)被試278人。研究采用明尼蘇達滿意度問卷（MSQ）和自編的激勵因素調(diào)查問卷對被試的工作滿意度、工作動機激勵進行研究。兩行業(yè)工作滿意度比較研究發(fā)現(xiàn)，IT行業(yè)員工工作滿意度顯著低于傳統(tǒng)行業(yè)，并且兩行業(yè)在工作滿意度與年齡、性別等人口統(tǒng)計學(xué)變量之間的關(guān)系上也存在一定的區(qū)別。研究同時發(fā)現(xiàn)，管理者的工作滿意度顯著高于員工，學(xué)歷和任職年數(shù)與工作滿意度有顯著的負相關(guān)。對兩行業(yè)激勵因子結(jié)構(gòu)的研究發(fā)現(xiàn)，IT行業(yè)的激勵因素可以歸為“工作關(guān)系與制度條件”、“個人發(fā)展與挑戰(zhàn)”、“核心工作特性”、“薪酬與福利”、“權(quán)力需要”、“工作條件”、“組織特性”等7大因子，共解釋總變異的60.02%；傳統(tǒng)行業(yè)的激勵因素可以歸為“個人發(fā)展與挑戰(zhàn)”、“薪酬福利與制度”、“組織特性”、“工作特性”、“權(quán)力需要”、“工作條件”等6大因子，共解釋總變異的56.63%。進一步的比較分析表明，兩行業(yè)激勵因子結(jié)構(gòu)既有一定的相似性，又存在一定的差別。本研究對中國IT行業(yè)和傳統(tǒng)行業(yè)工作滿意度和激勵因子結(jié)構(gòu)的比較結(jié)果，對企業(yè)組織人力資源管理管理實務(wù)具有重要的指導(dǎo)意義，研究得出的激勵因子結(jié)構(gòu)為企業(yè)激勵系統(tǒng)的評估提供了基本框架?！娟P(guān)鍵詞】工作滿意度、工作動機激勵、人力資源管理Job Satisfaction and Work Motivation:Compare Between IT Industry and Traditional Industry.AbstractThe purpose of this study was to compare job satisfaction and motivation factor structures between IT industry and traditional industry of China. The total of 550 subjects came from 10 Chinese companies participated in this study, of which 272 subjects worked in IT industry and 278 subjects worked in traditional industry. Minnesota Satisfaction Questionnaire (MSQ) and self-designed Work Motivation Factors Survey were used to investigate job satisfaction and work motivation of the subjects. The results indicated that job satisfaction of IT industry subjects was lower than the subjects worked in traditional industry, and there were some significant differences between the two industrials in the correlations between job satisfaction and some demographic variables, such as gender and age. The study also found that managers job satisfaction was higher than employees, and educational degree and tenure was negatively correlated with job satisfaction. This study also analyzed the structures of two industries work motivation factors. The results indicated that the motivation factors of IT industry can be classified into 7 factors, which totally explained 60.02% of variation of work motivation factors. The work motivation factors of traditional industry can be classified into 6 factors, which totally explained 56.63% of variation of work motivation factors. Further analyzed indicated that, although the work motivation factor structures of the two industries were somewhat similar, the two factor structures were different between each other. The findings of this study have some important implications to HRM practices of organizations, and the motivation factor structures provided a basic framework for evaluation