上世纪80年代开始,在全球经济的复苏与发展的带领下,中国经济也进入了快速

发展时期,中国与世界各国的经济、文化交流也愈来愈密切。机场作为人员交流、货物

运输的重要区域,商业价值逐步体现,商业服务公司也于90年代应运而生。

经过十几年的快速发展,上海机场S商业服务公司进入了稳定发展时期,公司战略

也作了相应的调整,由外部扩张转向内部经营管理,着手解决人力资源呈现出的员工工

作积极性不高,离职率持续增长等现象。本文通过对员工工作满意度的调查,了解到现

阶段人力资源管理存在的问题,分析产生这些问题的根本原因,寻求解决问题的方式方

法。

为了解决S商业服务公司的员工高流失率问题,本文作者运用赫兹伯格双因素理论

知识,提出了基于保健因素的管理建议,以保证员工不因为保健因素的缺乏而产生工作

不满意感。同时,提出了基于激励因素的管理策略,确保激励因素得以实现而让员工产

生工作满意感。最后,借助保健因素与激励因素的有效结合与转化,进一步提出员工保

留策略,以保证各项措施有效达成。

关键词:人力资源;工作满意度;双因素理论;员工保留

ABSTRACT

Led by the global economic recovery and development in 80,s,China's economy also

entered a fast developing period and had more and more close relations with countries around

the world in economy and culture communication. Airport, as the important area for

personnel exchange and freight transport, was showing its commercial value gradually; at the

right time, business service company was emerging in 90s.

After decades rapid development, S business service company in Shanghai airport have

entered a period of stability. Accordingly Company S adjusts its strategy to some extent, from

external expanding to internal management, and starts to solve problems of employee's

inactivity at work and increasing dis-mission rate in human resource. This article is trying to

seek proper methods to tackle all problems through the research on employee's job

satisfaction,the understanding of current problems in human resource management and the

analysis of their root causes.

In order to settle the issue of high dis-mission rate in S business service company, the

author gives her management advice based on hygiene factor on knowledge of Herzberg's

two-factor theory to make sure that employees will not set off dissatisfaction because of the

lack of hygiene. At the same time,she presents management strategies based on hygiene to

guarantee that employees can feel satisfied due to the realization of motivation factor. At last,

she further proposes employee retention strategies by virtue of hygiene factor and the

effective combination and transformation of motivation factor to ensure all measures will be

implemented fully.

Key words: Human Resource; Job Satisfaction; Two-Factor Theory; Employee Retention