摘要
对于当前的国有企业而言，为了促进可持续发展，保持市场竞争力，不仅要物质资
源丰富，同时还应合理运用人力资源。然而，在现有招商引资激励机制下，招商引资负
责主体的切身利益与社会经济效益的全局最优目标不一定完全一致。这种不一致可能扭
曲招商引资主体的行为，使得招商引资活动效率低下，造成国有资源的浪费和流失，乃
至于阻碍地区经济的长期健康发展。只有通过设计合理的激励机制，才能实现国有资源
和群众利益不受损害和当地经济科学发展的共赢局面

本文以宁波市 G 投招商引资部门为例，在对国内外文献及相关激励理论的综述基础
上，分析了宁波市 G 投现行的员工激励办法及其存在的诸多问题，并通过对员工进行面
对面的访谈并发放调查问卷，来获得第一手资料，试图提出新的员工激励方案，在优化
宁波市 G 投招商引资部门激励机制的实践中，进行有效运用。通过对宁波市 G 投招商引
资部门在员工激励方面存在问题的成因作进一步分析，立足于公司的实际经营状况，与
公司招商引资部门员工的职业特点相结合，对一套具备操作性的员工激励方案进行重新
设计。新的激励方案中主要涵盖以下内容：一是对员工工资带宽表重新进行设计，对现
行的薪酬激励制度进行优化；二是遵循员工不同岗位和序列，对新的绩效考核方案进行
制定，对相应的绩效考核办法进行针对性地设计；三是设计具有多样性和针对性的非薪
酬激励内容。立足于员工职业发展、晋升、培训学习等，对新的办法进行制定

希望通过本文的研究，制定一套科学有效的激励机制，进而将员工的工作积极性充
分调动起来，以更好的促进公司人力资源管理

关键词：招商引资， 激励机制，区域经济，国有企业
研究类型：应用型研究
武汉纺织大学硕士学位论文Abstract
In order to reach sustainable development and keep competitive, the state-owned
enterprises not only have to gain a great amount of material resource, but also make use of
their own human resource. However, under current incentive mechanism, the interest of
investment invitation entities are not in full correspondence with over-all purpose of social
economic development, which probably mislead the behaviors of investment invitation
entities, restrain the efficiency of investment invitation, bring about the misallocation of
state-owned resource, even hinder the long-term growth of regional economy. Only a
reasonable designed incentive mechanism can lead to a win-win situation of interests of all
parts and scientific development of local economy.
In this paper, with a full survey of current researches about incentive theory and
face-to-face interviews with questionnaires, I take G department of investment invitation in
Ningbo for instance, analyze its incentive methods and problems, in order to put forward a
new incentive scheme to be practiced in this company. Based on current situation and
problems of this company, a new employee inventive schemes is redesigned, being combined
with the profession characteristics of G department. In the new schemes, (1) wage bandwidth
table is redesigned, to optimize the performance incentive plan; (2) performance appraisal
scheme is redesigned, with full consideration of position features; (3) scheme out non-salary
part of incentive plan with diversity and pertinence. All the new incentive methods are fully
take employee’s career development into consideration.
Finally, a new incentive mechanism is schemed out, with the aim to motivate employee in
the right way, and reach a better management of human resource in this company.
Key words: attracting investment, incentive mechanism, regional economy, state-owned
enterprises.
Thesis：Applied Research
武汉纺织大学硕士学位论文目 录
I
目 录
1.绪论..1
1.1 研究背景.1
1.2 研究目的与意义...........1
1.2.1 研究目的.........1
1.2.2 研究意义.........2
1.3 国内外研究现状综述..2
1.3.1 国外研究现状...........2
1.3.2 国内研究现状...........4
1.4 研究内容与方法...........5
1.4.1 研究内容.........5
1.4.2 研究方法.........5
1.4.3 主要创新点....6
2.招商引资激励机制理论分析....7
2.1 相关概念界定...7
2.1.1 招商引资的概念.......7
2.1.2 激励的概念....7
2.1.3 企业激励机制概述..8
2.2 理论基础8
2.2.1 马斯洛层次需求理论..........8
2.2.2 期望理论.........8
2.2.3 双因素理论....9
3.宁波市 G 投招商引资的激励机制现状分析..........10
3.1 宁波市 G 投及其相关招商引资任务现状..........10
3.1.1 宁波市 G 投总体情况概述.........10
3.1.2 宁波市 G 员工承担的招商引资任务...10
3.1.3 招商引资相关政策概述...11
3.2 宁波市 G 投招商引资部门员工激励满意度调查..........11
3.2.1 调查对象.......12
3.2.2 调查方式.......12
3.2.3 访谈内容.......12
3.2.4 调查问卷设计.........12
3.2.5 调查研究过程
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