近年来，深圳机场不断加快“国际航空枢纽”建设进程，在粤港澳大湾区和社会主义先行 示范区“双区驱动”的背景下，深圳机场正处在改革发展的关键时期。高速发展的同时，深圳 机场也面临着区域竞争大、内部制度不健全、员工积极性不高等诸多困难。在员工管理层面， “90后”员工占深圳机场员工总人数的48%，且比例仍有不断增长的趋势。如何管理好“90后” 员工，是深圳机场管理者与人力资源部门值得深思的问题。本文从深圳机场“90后”员工工作 价值观入手，展开对其激励策略的研究。 首先，本文在深入研究工作价值观相关理论成果的基础上，通过调查问卷发放和数据统计 分析，得出深圳机场“90后”员工工作价值观维度主要包括外部环境、内部环境、工作报酬、 工作特性、人际关系、生活环境6个维度，通过对比分析重要度和符合度的贡献率，发现工作 报酬、工作特性、生活环境等3个维度的符合度贡献率低于重要度贡献率，需要重点改进。 其次，通过访谈法进一步验证问卷数据分析结果，证实深圳机场对“90后”员工的激励现 状存在的主要问题具体表现为：培训体系不完善、目标激励手段缺失以及精神激励效果不显著 等3个方面。 最后，以激励理论为指导，基于深圳机场“90后”员工工作价值观维度分析结论，从工作 特性、工作报酬、生活环境3个维度提出改善激励的具体措施，其中工作特性维度包括改进员 工培训机制、丰富员工工作实践、推崇不断创新的企业精神；工作报酬维度包括提高薪酬水平 竞争力、确保精神激励及时适度、优化绩效考核体系；生活环境维度包括不断改善员工基本保 障、加强对员工的心理辅导。为了保障以上激励措施的有效落实，使“90后”员工树立科学正 确的工作价值观，本文提出深圳机场应围绕树立“善待员工，人尽其才”的人才理念、强化管 理人员的科学管理水平、构建“简单，坦诚，阳光”的组织氛围、建立与激励机制相适应的企 业文化体系等4个方面开展保障工作。 关键词：“90后”员工，工作价值观，维度分析，激励策略 基于工作价值观的深圳机场“90后”员工激励研究 II ABSTRACT In recent years, Shenzhen Airport has continuously accelerated the construction of an ?international aviation hub?. In the context of the?dual-zone drive?of the Guangdong-Hong Kong-Macao Greater Bay Area and the Socialist Pioneering Demonstration Zone, Shenzhen Airport is in a critical period of reform and development. Along with the rapid development, Shenzhen Airport also faces many difficulties，such as regional competition, imperfect internal systems, and low employee motivation. At the level of employee management, ?post-90s? employees accounted for 48% of the total number of employees at Shenzhen Airport while the proportion is still increasing. How to manage the ?post-90s? employees is a question worth pondering for Shenzhen airport managers and human resources departments. This article starts with the work values of the ?post-90s? employees at Shenzhen Airport conducting research on their motivational strategies. First, with design of the questionnaire distribution and statistical analysis of the data, this paper concludes that the dimensions of Shenzhen Post-90s employees? work values mainly include six dimensions: external environment, internal environment, work compensation, job characteristics, interpersonal relationships, and living environment. Contribution rates by importance and compliance. It is found that the compliance contribution rate of the three dimensions that is work compensation, work characteristics, and living environment are lower than the importance contribution rate, which needs to be improved. Secondly, the results of the questionnaire data analysis were further verified through interviews. It was confirmed that the main problems of the current situation of the ?90s? employees in Shenzhen Airport are as follows: imperfect training system, lack of target incentives, and insignificant spiritual motivation effects aspect. Finally, based on the analysis of motivational dimensions of Shenzhen Airport ?post-90s? employees and the conclusion of the motivational theory, specific measures to improve incentives are proposed from three dimensions: job characteristics, pay and living environment. The dimension of job characteristics includes improving employee training mechanisms. Enrich the work practices of employees and promote the spirit of continuous innovation.The dimensions of work compensation includes improving the competitiveness of compensation levels, ensuring timely and appropriate spiritual incentives, and optimizing the performance evaluation system. The dimensions of living environment include continuously improving the basic security of employees and strengthening psychological counseling for employees . In order to ensure the effective implementation of the above 南京航空航天大学硕士学位论文 III incentive measures and enable ?post-90s? employees to establish scientific and correct work values. This article proposes that Shenzhen Airport should focus on establishing a talent concept of ?treat employees and make the best of their talents?, strengthen the scientific management level of managers, and build ?simple , frankness, sunshine organization? atmosphere. Establish a corporate culture system that is compatible with the incentive mechanism, and other four aspects to carry out security work. Keywords: 'Post-90s' employees,work values,factor analysis,incentive strategy 南京航空航天大学硕士学位论文 V 目 录 第一章 绪论 ................ 1 1.1 研究背景和意义 .......................... 1 1.1.1研究背景............................. 1 1.1.2研究意义............................. 2 1.2国内外研究现状............................ 2 1.2.1 “90后”员工的国内外研究现状 .................. 2 1.2.2工作价值观的国内外研究现状 ........................ 3 1.2.3激励的国内外研究现状 ..... 5 1.2.4国内外研究现状综合评述 . 6 1.3研究方法及技术路线 ................... 7 1.3.1研究内容............................. 7 1.3.2研究方法............................. 7 1.3.3研究的技术路线 ................. 8 第二章 相关理论研究.............................. 10 2.1“90后”员工概述 ..................... 10 2.1.1“90后”员工概念界定 ... 10 2.1.2“90后”员工特点 ........... 10 2.2工作价值观概述 ......................... 11 2.2.1价值观 11 2.2.2工作价值观的基本定义 ... 11 2.2.3工作价值观的维度研究 ... 12 2.2.4工作价值观的影响因素 ... 13 2.3激励相关理论 ............................. 13 2.3.1激励的基本定义 ............... 13 2.3.2激励的模式 ....................... 14 2.3.3激励理论........................... 14 2.3.4激励的原则 ....................... 15 2.3.5激励与工作价值观的关系 .............................. 16 第三章 深圳机场“90后”员工工作价值观维度结构 ........ 18 基于工作价值观的深圳机场“90后”员工激励研究 VI 3.1 深圳机场概况 ............................ 18 3.1.1深圳机场简介 ................... 18 3.1.2深圳机场组织架构 ........... 19 3.1.3深圳机场人力资源基本构成 .......................... 19 3.2 深圳机场“90后”员工激励现状........................... 20 3.2.1薪酬福利激励 ................... 20 3.2.2绩效考核激励 ................... 21 3.2.3精神激励........................... 21 3.2.4人文关怀激励 ................... 22 3.2.5职级晋升激励 ................... 22 3.3 深圳机场“90后”员工工作价值观调查问卷 ....... 22 3.3.1调查问卷设计 ................... 22 3.3.2调查问卷发放对象 ........... 24 3.4调查问卷数据分析 ...................... 25 3.4.1信度分析和效度检验 ....... 25 3.4.2维度结构分析 ................... 27 3.4.3激励因子分析 ................... 31 第四章 深圳机场“90后”员工激励现状存在的问题 ........ 35 4.1深圳机场“90后”员工激励现状访谈 .................... 35 4.1.1访谈对象........................... 35 4.1.2访谈提纲........................... 35 4.1.3访谈结果分析 ................... 36 4.2深圳机场“90后”员工激励现状存在的问题 ........ 38 4.2.1缺乏完善的培训体系 ....... 38 4.2.2缺少有效的目标激励手段 .............................. 38 4.2.3精神激励效果不显著 ....... 39 4.3深圳机场“90后”员工激励问题产生的原因 ........ 39 第五章 基于工作价值观维度的深圳机场“90后”员工激励策略 ................... 41 5.1深圳机场“90后”员工激励原则............................ 41 5.1.1按需激励原则 ................... 41 5.1.2及时适度的原则 ............... 41 5.1.3外在激励与内在激励并重的原则 .................. 41 5.1.4个人目标与组织目标相结合的原则 .............. 42 南京航空航天大学硕士学位论文 VII 5.2深圳机场“90后”员工激励