I 摘要 在企业不断发展过程中管理者发挥着相当重要的作用，也是企业无形的财富。尤 其在经济形势不稳定的前提下，企业怎样通过科学合理的方法理论，结合自身状况创 建一套完善的管理者激励体系，在此基础上，对人才团队加以稳定，让管理人员在工 作中变得更加积极主动，全面提升在市场上的核心竞争力，这是所有企业长期稳定发 展的一个前提保障。不过当前不少企业并未认知到企业发展过程中管理人员激励管理 发挥的关键作用，目前对企业而言怎样将人力资源功能进行有效发挥，创建一套完善 合理的薪酬机制，进而吸引并留住大量人才，全面激发管理者工作热情为重中之重。 本文在研究过程中除用到公平理论以及人力资本理论之外，还用到了激励相容理 论，同时还用到了案例分析、问卷调查以及文献研究等诸多方法，研究对象选择了WB 集团管理员工，针对该集团管理岗员工激励机制展开深入研究。首先对研究内容、意 义以及背景进行详细介绍，同时对国外以及国内文献资料加以阐述，详细介绍了研究 方法与思路，本文研究内容主要为激励机制作用、内容以及创建等相关情况；其次， 主要对WB集团管理者激励机制运作情况进行介绍，同时调查统计了激励机制整体满意 度，结合所得结果发现目前该集团物质薪酬机制不够完善，薪酬以及绩效之间未密切 结合，而且文化氛围不够浓厚，在此基础上，提出了合理的优化与解决对策，希望能 够全面提升WB集团经营业绩。 通过研究结果可以看出来，在设计优化WB集团管理人员激励机制的时候，一定要 严格遵循可行性、客观性、透明化、规范化以及有效性等相关原则，针对人才团队加 大建设力度，创建一套完善的管理人员物质激励规划，同时在晋升机制方面加以完善， 将薪酬与考核进行有效结合，创建一套特色化的培训机制。除此之外，通过宣传、制 度、文化以及组织等对全面实施优化体系提供后备保障，在此基础上为其他类似企业 激励机制发挥最佳效用提供参考借鉴。 关键词：WB集团；管理员工；激励机制 西北农林科技大学硕士学位论文 II ABSTRACT In the process of continuous development of enterprises, managers play a very important role, which is also the intangible wealth of enterprises. In particular, under the premise of unstable economic situation, how to create a set of perfect incentive system for managers through scientific and reasonable methods and theories, combined with their own conditions, on this basis, to stabilize the talent team, so that managers become more active in their work, and comprehensively improve the core competitiveness in the market, which is a long-term and stable development of all enterprises Premise guarantee. However, many enterprises do not recognize the key role of managers in the process of enterprise development. At present, how to effectively play the function of human resources, create a set of perfect and reasonable salary mechanism, so as to attract and retain a large number of talents, and fully stimulate the enthusiasm of managers is the top priority. In this paper, in addition to the equity theory and human capital theory, we also use the incentive compatibility theory. At the same time, we also use many methods such as case analysis, questionnaire survey and literature research. We choose the management staff of WB group as the research object, and carry out in-depth study on the incentive mechanism of the staff of WB group. First of all, it introduces the research content, significance and background in detail. At the same time, it elaborates the foreign and domestic literature, and introduces the research methods and ideas in detail. The main content of this paper is the role, content and creation of incentive mechanism. Secondly, it mainly introduces the operation of incentive mechanism of WB group managers, and investigates and statistics the incentive mechanism Overall satisfaction, combined with the results, found that the current material compensation mechanism of the group is not perfect, the pay and performance are not closely combined, and the cultural atmosphere is not strong enough. On this basis, this paper puts forward reasonable optimization and solutions, hoping to comprehensively improve the operating performance of WB group. Through the research results, we can see that in the design and optimization of WB group management incentive mechanism, we must strictly follow the relevant principles of feasibility, objectivity, transparency, standardization and effectiveness, strengthen the construction of talent team, create a set of perfect material incentive plan for managers, and improve the promotion mechanism, pay and assessment We should combine effectively and create a set of characteristic training mechanism. In addition, through publicity, system, culture and organization, it provides backup guarantee for the full implementation of the ABSTRACT III optimization system, and on this basis provides reference for other similar enterprises to play the best effect of incentive mechanism. KEYWORDS：WB Group; Management staff; Incentive mechanism 目 录 I 目 录 摘要 ........................................................................................................................................... I ABSTRACT ............................................................................................................................. II 第一章 导论 .......................................................................................................................... 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 国内外研究动态 ............................................................................................................ 2 1.3.1国外研究综述 .......................................................................................................... 2 1.3.2国内研究综述 .......................................................................................................... 4 1.3.3简要评述 .................................................................................................................. 5 1.4 研究思路、内容及方法 ................................................................................................ 6 1.4.1研究思路 .................................................................................................................. 6 1.4.2研究内容 .................................................................................................................. 7 1.4.3研究方法 .................................................................................................................. 8 第二章 相关概念界定及理论基础 ...................................................................................... 9 2.1概念界定 ........................................................................................................................ 9 2.1.1管理岗员工 .............................................................................................................. 9 2.1.2激励机制 .................................................................................................................. 9 2.2相关概述 ........................................................................................................................ 9 2.2.1管理岗员工与普通员工的差异 .............................................................................. 9 2.2.2激励机制的内容及作用 ........................................................................................ 10 2.3理论基础 .......................................................................................................................11 2.3.1人力资本理论 .........................................................................................................11 2.3.2公平理论 ................................................................................................................ 12 2.3.3激励相容理论 ......................................................