摘 要
随着全球化竞争的加剧和知识经济时代的到来，员工激励机制在人力资源管理中的重要性日益凸显。本研究旨在探讨现代企业中员工激励机制的设计与实施路径，以提升组织绩效和个人满意度。研究基于马斯洛需求层次理论和赫茨伯格双因素理论，结合定性和定量分析方法，选取了某行业内的多家代表性企业作为案例研究对象。通过问卷调查、深度访谈和数据分析，研究发现传统激励方式已难以满足当代员工多元化的需求，而个性化、动态化的激励策略能够显著提高员工的工作积极性和忠诚度。创新点在于提出了“分层分类激励模型”，该模型根据员工的职业发展阶段和个体特征制定差异化的激励方案，并强调非物质激励与物质激励的有机结合。研究表明，这一模型不仅提升了员工的整体满意度，还有效促进了组织目标的实现。研究的主要贡献在于为人力资源管理者提供了更具操作性的激励工具，同时丰富了激励理论在实际应用中的探索，为企业在复杂环境中保持竞争优势提供了新的思路。
关键词：员工激励机制；分层分类激励模型；非物质激励；组织绩效；个性化激励策略
Abstract
With the intensification of global competition and the advent of the knowledge economy era, the importance of employee motivation mechanisms in human resource management has become increasingly prominent. This study aims to explore the design and implementation pathways of employee motivation mechanisms in modern enterprises to enhance both organizational performance and individual satisfaction. Grounded in Maslow's hierarchy of needs theory and Herzberg's two-factor theory, the research employs a combination of qualitative and quantitative analysis methods, selecting multiple representative firms within a specific industry as case studies. Through questionnaires, in-depth interviews, and data analysis, it is found that traditional motivation approaches are insufficient to meet the diversified demands of contemporary employees. In contrast, personalized and dynamic motivation strategies can significantly improve employees' work enthusiasm and loyalty. An innovation of this study lies in the proposal of a "tiered and categorized motivation model," which formulates differentiated motivation plans based on employees' career development stages and individual characteristics, while emphasizing the organic integration of non-material and material incentives. The findings indicate that this model not only elevates overall employee satisfaction but also effectively facilitates the achievement of organizational goals. The primary contribution of this research is to provide human resource managers with more operational motivation tools, further enriching the practical application of motivation theories and offering new insights for enterprises to maintain competitive advantages in complex environments.
Keywords: Employee Incentive Mechanism；Layered And Categorized Incentive Model；Non-Material Incentive；Organizational Performance；Personalized Incentive Strategy
目 录
摘 要 I
Abstract II
一、绪论 1
（一）员工激励机制研究的背景与意义 1
（二）国内外员工激励机制研究现状 1
（三）本文研究方法与创新点 1
二、员工激励机制的理论基础 2
（一）激励理论的核心概念与分类 2
（二）主要激励理论的比较分析 2
（三）理论在人力资源管理中的应用 3
三、员工激励机制的设计与实施 4
（一）激励机制设计的关键要素 4
（二）不同类型员工的激励策略分析 4
（三）激励机制实施中的常见问题与对策 5
四、员工激励机制的效果评估与优化 5
（一）激励效果的评估指标体系 5
（二）数据分析方法与实证研究案例 6
（三）激励机制的持续改进路径 6
结 论 7
致 谢 8
参考文献 9
