I 摘要 中国制造“2025”的推出，对制造业企业提出新的要求，而技术和发展的进 步核心在“人”。随着年代更迭，目前的年轻群体，尤其是85后员工群体在整个 人才大军中占据重要的地位。H公司作为本区域内典型的燃气表制造业企业，随 着公司内85后、90后员工逐渐开始成为企业发展的主力军，因此，对85后基层 员工的激励成效，将很大程度影响H公司未来的发展。 作者通过阅读员工激励类文献，包括85后员工激励、基层员工激励和制造业 员工激励等文献，阅研心理契约理论定义及发展情况等内容，提出基于心理契约 组织承担责任角度，对H公司85后基层员工激励问题开展研究。其次，深入了 解H公司人力资源和激励现状，在借鉴其他研究者调查问卷的基础上，结合H公 司员工现实情况进行修改完善，以纸质问卷形式开展调查。最后，结合SPSSAU 在线数据分析，基于心理契约理论，运用ERG和期望理论等激励理论对问题进行 分析，发现H公司对85后基层员工的激励措施上存在的问题，主要是薪资水平 不理想、福利待遇有待提高、工作量安排、休假制度落实不够、企业文化建设待 完善、缺少信任、职业生涯规划缺失、晋升机制不明确公平性不足、培训进修安 排不系统全面等。从心理契约三个维度（交易型、关系型、发展型），提出建立 符合85后员工特征的科学的薪酬福利体系、完善员工工作制度、构建对85后基 层员工更友好的“以人为本”的企业文化、建立畅通的沟通渠道、制定科学的晋 升机制、强化对85后基层员工的职业生涯规划、优化培训体系等改进建议。 关键词：激励；85后基层员工；心理契约理论 Abstract II Abstract Thelaunchof"MadeinChina2025"putsforwardnewrequirementsfor manufacturingenterprises,whilethecoreoftechnologyanddevelopmentprogresslies in"people".Withthechangeoftime,thecurrentyounggroup,especiallythegroupof post-85employees,occupiesanimportantpositioninthewholetalentarmy.Asa typicalgasmetermanufacturingenterpriseintheregion,HCompanyhasgradually becomethemainforceforthedevelopmentofthecompanywithemployeesbornafter 1985and1990inthecompany.Therefore,theincentiveeffectforthegrass-roots employeesbornafter1985willgreatlyaffectthefuturedevelopmentofHCompany. Byreadingemployeemotivationliterature,includingemployeemotivationforthe post-1985generation,grass-rootsemployeesandmanufacturingemployees,aswellas reviewingthedefinitionanddevelopmentofpsychologicalcontracttheory,theauthor proposestostudytheincentiveproblemofgrass-rootsemployeesofHCompanybased ontheperspectiveoftheresponsibilityoftheorganizationbasedonpsychological contract.Secondly,thecurrentsituationofhumanresourcesandincentivesinH Companywasdeeplyunderstood.Basedonthequestionnaireofotherresearchers,the questionnairewasmodifiedandimprovedincombinationwiththeactualsituationof employeesinHCompany,andthesurveywascarriedoutintheformofpaper questionnaire.Finally,combiningwithSPSSAUonlinedataanalysis,basedonthe psychologicalcontracttheory,ERGtheory,expectancytheoryofmotivationtheoryto analyzeproblems,foundthatafter85Hcompanygrass-rootsstaffincentiveproblems, mainlydonothavethewages,welfareimprovement,workarrangement,holiday systemimplementationisnotenough,theenterprisecultureconstructiontoperfect,the lackoftrust,lackofcareerplanning,promotionmechanismisnotclearlackoffairness, refreshertrainingarrangementsystemisnotcomprehensive,etc.Tradingfromthe psychologicalcontract,relationalpsychologicalcontract,development-oriented psychologicalcontractthreedimensions,proposestoestablishscientificsalarywelfare system,perfectthesystemofstaff,build"people-oriented"enterpriseculture,establish theopenchannelsofcommunication,communication,strengthentheorganization Abstract III raisedstrongleadershipandmanagement,formulatescientificpromotionmechanism, strengtheningof85afterthegrass-rootsstaffcareerplanning,optimizingincentive measuressuchastrainingsystemimprovementSuggestions. Keywords:Incentive;Grassrootsemployeesofthepost-85generation;Psychological contracttheory 目录 IV 目录 摘要................................................................................................................................I Abstract.............................................................................................................................II 第1章绪论.....................................................................................................................1 1.1研究背景.............................................................................................................1 1.2研究意义.............................................................................................................1 1.2.1理论意义...................................................................................................1 1.2.2现实意义...................................................................................................2 1.3国内外研究综述.................................................................................................2 1.3.1国外相关研究...........................................................................................2 1.3.2国内相关研究...........................................................................................3 1.3.3研究评述...................................................................................................4 1.4研究方法及内容.................................................................................................4 1.4.1研究方法...................................................................................................4 1.4.2研究内容...................................................................................................5 1.4.3技术路线...................................................................................................7 1.4.4研究的创新点...........................................................................................8 第2章概念界定和相关理论概述.................................................................................9 2.1相关概念界定.....................................................................................................9 2.1.1“85”后员工...........................................................................................9 2.1.2基层员工...................................................................................................9 2.2激励相关理论...................................................................................................10 2.3心理契约理论...................................................................................................11 2.4心理契约与员工激励研究...............................................................................13 2.5本章小结...........................................................................................................14 第3章H公司人力资源情况及激励现状...................................................................15 3.1H公司概况........................................................................................................15 3.2H公司人力资源结构情况................................................................................16 3.3H公司85后基层员工特点..............................................................................16 目录 V 3.4H公司激励现状................................................................................................17 3.4.1薪酬和福利.............................................................................................17 3.4.2工作环境.................................................................................................18 3.4.3企业文化.................................................................................................18 3.4.4员工关系和上下级沟通情况.................................................................18 3.4.5晋升机制与公平性.................................................................................19 3.4.6员工培训.................................................................................................19 3.4.7职业生涯规划.........................................................................................19 3.4.8员工参与管理和决策情况.....................................................................20 3.5本章小结....................................................................................................