摘要
随着世界经济增速放缓，国内经济下行压力加大，我国发展面临的环境更复
杂更严峻，我国经济发展仍处于重要战略机遇期。伴随着持续快速变化的市场、
不断升级的监管要求、层出不穷的新兴金融业态，银行业的竞争日益激烈，银行
业发展面临巨大挑战，走到了改革转型的“十字路口”，需要培育和提升自身核心
竞争力。客户服务是客户认同银行服务、与银行建立信赖关系的重要基础，是提
升银行核心竞争力的重要举措之一。因此，银行需要关注如何优化和调整基层员
工激励机制，始终保持基层员工队伍活力，达到最大限度地调动员工积极性和创
造性并为企业提供更好的服务的目的。
G银行是地方政府直接领导的地方性农村法人金融机构，是助推地方经济社
会发展的重要金融力量。直接服务客户的基层员工，是 G银行在激烈的金融市
场竞争中赢得客户、赢得市场、赢得竞争的重要角色，是银行提升经济效益的关
键。如何在基层员工中施行高效的激励机制，达到高效利用人才、发掘人力潜能
的目的，是 G银行面临的重要课题。
本文将 G银行作为研究样本，通过问卷调查、个人访谈等方式对 G银行基
层员工激励机制方面开展课题研究，使用 SPSS21.0和 EXCEL办公软件对调研
数据及结果进行分析处理，主要采用描述、信度检验、效度检验、独立样本 T
检验、方差分析（单因素方差分析）等统计方法，通过员工对本公司激励措施的
总体评价、员工激励因素作用期望值与实际值对比分析、员工激励因素作用期望
值与实际值得分差异排序分析以及不同性别、不同学历、不同年龄结构、不同工
作年限、不同部门的激励作用感受得分差异分析等方面，研究 G银行基层员工
有效激励的主要因素和激励机制存在的问题。剖析 G银行在激励机制方面存在
的不足及其原因，诊断基层员工积极性和创造性不足症结所在，并提出优化建议，
为 G银行下一步的发展提供意见。
关键字：银行业；基层员工；激励机制；激励因素；SPSS分析
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Abstract
At present, world economic downturn, growth is slowing, which has increased
the downward pressure on our domestic economy. Although the country's economic
development is still at an important node in the period of important strategic
opportunities, the environment facing economic development has become more
complex and severe. The competition of the banking industry, the ever-changing
market, the ever-increasing regulatory requirements, and the emergence of emerging
financial formats have all made it increasingly fierce and the development of the
banking industry is facing huge challenges. All of this has brought the reform of the
banking industry to a "crossroads" of change or transformation. Therefore, what the
banking industry urgently needs is: how to cultivate and enhance its core
competitiveness as quickly as possible? Among them, improving customer service is
one of the important measures to enhance the core competitiveness of banks. Because
it is an important foundation that enables the banking services to be recognized by
customers and enables them to establish a trust relationship with the bank. To sum up,
the top priority of bank reform is to think about how to optimize and adjust the system
of encouragement of line staff, so that the line staff can always maintain vitality, and
then achieve the goal of maximizing the enthusiasm and creativity of employees:
Improve quality services for enterprises.
G Bank, as a local rural legal person financial institution directly under the local
government, is also an important financial force that provides a strong driving force
for local economic and social development. Line staff are a group that directly serve
customers, and they are also an important role of G Bank, including winning
customers, markets and competition in the fierce financial market competition-this is
also an important factor in whether the bank can improve economic efficiency.
Therefore, the important issue facing G Bank is: how to implement an efficient and
beneficial system of encouragement for line staff, in order to achieve the purpose such
as efficient use of talents and exploitation of human potential.
The research sample of this research paper was G Bank, and the subject research
on the system of encouragement of the line staff of G Bank was through questionnaire
surveys and personal interviews. SPSS21.0 and EXCEL office software were used to
analyze and process survey data and results. The main statistical methods included
II

description, reliability test, validity test, independent sample T test, and analysis of
variance (one-way analysis of variance). The research on the main factors of effective
incentives for the line staff of G Bank and the problems existing in the system of
encouragement was through: for example, employees’ overall evaluation of the
company’s incentive measures, and comparison of employee expectations and actual
values under the action of incentive factors. Analyzed and sorted the difference
between the expected value and the actual value of the employees under the action of
motivation factors, and also included the difference analysis of the motivational
feeling score (including different genders, different educational backgrounds, different
age structures, different working years and different departments). Through the above
methods, analyzed the problems and causes of G Bank’s employee system of
encouragement, analyzed the problems of line staff’ enthusiasm and creativity, along
with gave optimization opinions. These opinions would become the next development
direction of G Bank.
Keywords: Banking; Line Staff; System of Encouragement; Factors of
Encouragement; SPSS Analysis
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