摘要
企业在不断激烈的竞争中，最为关键的还是人才的竞争，新生代员工是企业
中最具活力和创造力的一批员工，同时大部分也处于企业的基层岗位，是企业未
来发展所要倚靠的中坚力量。但现实情况是，企业管理者由于自身管理理念所限
或企业制度制约，无法有效的注意到企业这批员工的工作心理状态，进而导致员
工对企业产生不满情绪，甚至产生员工怠工甚至离职问题，这对于企业的长远发
展都是极为不利的。因此，本研究针对军工型企业中新生代员工工作满意度中最
关注的问题，以及存在这些问题的深层次原因进行了归因分析，建立了研究模型，
并提出了针对性的解决方案，这对于企业长远发展和高级人才的培养都有着重要
的意义。
本研究主要面向军工类企业 SF公司新生代员工，通过文献整理出相关工作
满意度的理论综述，利用访谈和问卷的方法确定影响员工工作满意度的因素，并
利用激励理论、需求层次理论、双因素理论、ERG理论作为进行研究的工具，提
取出了 24项主要因素，并且同时假设了新生代员工工作满意度模型。运用
SPSS22.0进行了因子分析，通过设置大于1的特征值，从 24个题目中提取出了
基础保障、情感需要、组织平台、自我实现四个主因子进入下一步分析，运用单
因素方差法分析了不同人口类别对主因子的选择偏好存在差异，并且建立了这四
个主因子对于工作满意度的回归方程。
最后对新生代员工工作满意度问卷进行了统计分析，找出新生代员工工作满
意度中存在突出问题，以及造成这些问题的原因。然后提出了解决这些问题的原
则和针对性的解决措施，建议对新生代员工采取优化薪酬福利、拓宽晋升渠道、
关心员工身心健康、强化领导力提升等措施来提高新生代员工的工作满意度。
关键词：工作满意度，新生代员工，因子分析，提升策略
I
Abstract
In the increasingly fierce competition, the most critical thing is the competition for
talents. The new generation of employees are the most dynamic and creative employees
in the enterprise. At the same time, most of them are also in the grass-roots departments
of the enterprise and are the backbone on which the enterprise will rely for its future
development. However, the reality is that due to the limitation of their own management
concept or the restriction of enterprise system, enterprise managers can not effectively
pay attention to the work psychological state of these employees, which leads to
employees' dissatisfaction with the enterprise, and then leads to slow down or even
resignation, which is extremely unfavorable to the long-term development of the
enterprise. Therefore, this study analyzes the problems existing in the job satisfaction of
the new generation of employees in the enterprise and the deep-seated reasons for these
problems, establishes a research model, and puts forward targeted solutions, which is of
great significance for the long-term development of the enterprise and the cultivation of
senior talents.
This paper selects the new generation employees of SF company as the research
object, sorts out the theoretical review of relevant job satisfaction through literature,
determines the factors affecting employee job satisfaction by using the methods of
interview and questionnaire, and extracts 24 main factors by using incentive theory,
demand hierarchy theory, two factor theory and ERG theory as research tools, so as to
preliminarily establish the job satisfaction model of the new generation employees.
Spss22 is used for factor analysis. By setting the eigenvalue greater than 1, the four
main factors of basic guarantee, emotional needs, organizational platform and self
realization are extracted from 24 items to enter the next analysis, and the single factor
variance method is used to analyze the differences in the preference of different
population categories for each main factor.
Finally, according to the statistical analysis of the job satisfaction questionnaire of
the new generation of employees, this paper finds out the prominent problems in the job
satisfaction of the new generation of employees and the reasons for these problems.
Then it puts forward the principles and targeted measures to solve these problems, and
III
suggests to significantlyimprove the job satisfactionof the new generationof
employees from the aspects of optimizing salary and welfare, broadening promotion
channels, caringfor employees' physicaland mental healthand improving the
performance appraisal system
Key words: job satisfaction, new generation employees, factor analysis，lifting
strategy
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