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一线工人的工作积极性和情绪对企业的日常经营管理具有决定性的影响力，面对一线工
人工作倦怠这一严重现象，FSK集团在开展人力资源管理时，要采用科学的管理措施，
干预一线工人的不良情绪，实施更加人性化的管理。通过不断更新的知识储备改善薪酬
管理制度和福利保障，为一线员工提供更好的心理疏导工作，以此迎接日益渐激烈的竞
争环境
本研究选取FSK集团在河南省最大的厂区为研究对象，立足于河南省作为劳动力输
出大省的背景下，分析FSK郑州科技园一线员工的职业倦怠成因和应对措施，无论对优
化企业人力资源管理还是对一线工人心理健康都有积极意义。通过对FSK郑州科技园的
抽样调查，发现一线员工普遍有严重的工作倦怠，而且有明显的离职倾向。工作倦怠情
绪与该集团的现有激励机制较为落后，主要依照加班量作为工资标准，而且部分企业管
理者的陈旧观念，不能够充分认识到激励机制在调动员工工作积极性层面的作用等因素
相关。本文建议，FSK人力资源管理部门应当充分认识一线工人的特点，找出工作倦怠
产生的主要原因，从调动一线员工的工作积极性开始，逐步消减工人们的工作倦怠状
具体而言，合理的薪酬体系能够切实解决工人们工作倦怠的现实问题，给予一线工人更
多的成长空间，为其提供更宽的成长渠道；企业管理者应当树立榜样，对优秀的一线员
工同时实施精神嘉奖和物质奖励，使之起到较大的激励作用，这才能够从本质上提高工
人们的工作积极性。从企业成长的角度来看，促进一线工人工资水平提高的方式有很多
种，但其出发点必须是“以人为本”的企业文化精神。结合当下一线工人的特点，通过
科学合理的绩效考模式，为一线工人提供更加公平、合理的竞争机会和晋升空间，才能
够切实解决工人们工作倦怠而产生的离职率高等问题
关键词：FSK郑州科技园；一线工人；工作倦怠
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ABSTRACT
Asaworld-famousfoundryfactory,Foxconngrouphassetupdifferentfactoriesincoastal
citiesandinlandareasaccordingtothechangingeconomicdevelopmentandstrategic
demandsofdevelopment.Foxconnfactoryhasgainedhugeeconomicbenefitsforits
continuousoutputofvariouskindsofelectronicproductsbyrelyingonalargenumberof
front-lineworkers'superlaborforceandlongworkinghours.Theresultingproblemsarealso
veryobvious.Underheavyworkingpressure,alargenumberoffront-lineworkershave
negativeworkemotionsandboredompsychology,andgraduallyloseenthusiasmfortheir
work,nowformingawidespreadjobburnout.Thedailymanagementoftheenterprise
workers'workenthusiasmandsatisfactionhasadecisiveinfluence.Facingtheserious
phenomenon,Foxconn'senterprisemanagersneedtoconstantlyimprovethemselves,actively
learncutting-edgeenterprisemanagementknowledgeintomorehumanizedmanagement,
improvethesalarysystemandwelfaresecuritybyconstantlyupdatingknowledge,provide
betterpsychologicalcounselingforfront-linestaff,inordertomeettheincreasinglyfierce
competitionenvironment.
IntheinvestigationofFoxconnZhengzhouScienceandTechnologyPark,wefoundthatthe
existingincentivemechanismofthegroupisrelativelybackward.Somemanagers'oldideas
cannotfullyunderstandtheroleofincentivemechanisminmobilizingtheenthusiasmof
employees.ThispapersuggeststhatFoxconnshouldstartfromthemobilizationoffront-line
staffworkingenthusiasmandsatisfaction,graduallyreducethejobburnoutoftheworkers,
andurgethemtofullyrealizethemanagementincentivemechanismplaysanimportantrole
intheenterprisemanagementstatus,incentivemechanismreformandtop-down,ensurethe
healthydevelopmentofenterprisesandsocialharmony.Thesurveyfoundthatthevast
majorityoffront-lineworkersexpectedbyoptimizingthesalarysystemandsetupincentive
mechanismtopromotetheirownrichandfullofenthusiasm,andhopethattheenterprisescan
improvetheworkers'promotionspaceandlearningopportunities,wehopethefeedbacktothe
Departmentofenterprisemanagement.Therefore,thereasonablesalarysystemcan
effectivelysolvetheproblemofrealworkersjobburnout,giventhegrowingspacemore
front-lineworkers,providewiderchannelsforitsgrowth;enterprisemanagementshouldset
anexample,thespiritualandmaterialrewardsforworktogetherontheexcellentemployees,
whichplaysagreatincentiveeffect,cantoimprovetheworkingenthusiasmofworkersfrom
nature.Fromtheperspectiveofcorporategrowth,therearemanywaystoimprovethewage
