基于扎根理论的企业非货币性薪酬激励路径

Research on Non-monetary Salary Incentive Path of Enterprises Based on Grounded Theory

为提升人力资源激励的针对性、持久性,在人力资源激励创新中必须促进货币性薪酬与非货币性薪酬激励的动态互补,助力企业高质量发展。通过半结构化访谈137名管理者和员工,搜集来自看准网、脉脉和BOSS直聘的2387条员工在线评论,查阅相关研究文献及书籍,运用程序化扎根理论方法,构建了企业非货币性薪酬激励模型。研究发现,企业非货币性薪酬激励分为内在激励和外在激励两个维度,包含利益相关者、组织关怀、员工体质、员工需要、员工感知、员工行为6个核心激励因素和23个主要激励因素,存在基础激励、动力激励、导向激励、关键激励、保障激励5条激励作用路径。其中,员工体质是激励的基础,提升员工体质是基础激励;员工需要是工作动力的源泉,满足员工需要是动力激励;员工的利益相关者对员工的工作行为具有一定的导向作用,关心员工的利益相关者是导向激励;组织关怀是影响员工工作状态的关键因素,强化组织关怀是关键激励;员工能够接收到激励信号并作出反应是保障激励因素发挥作用的关键,关注员工的积极和消极感知,及时奖惩员工行为是保障激励。相应地,提出15条企业非货币性薪酬激励策略,以期为企业人力资源激励创新实践提供更丰富的参考。

In order to improve the pertinence and durability of human resource incentives,the dynamic complementarity of monetary salary incentive and non-monetary salary incentives should be promoted in human resource incentive innovation to help enterprises’development with high quality.With the help of semi-structured interviews with 137 managers and employees,2387 employee online reviews collected from Kanzhun.com,Meimai and BOSS Direct,relevant research literature and books,and programmatic grounding theoretical methods,the non-monetary salary incentive model of enterprises is constructed.It is found that the non-monetary salary incentive of enterprises is divided into such two dimensions as intrinsic incentive and extrinsic incentive,including six core motivating factors(i.e.,stakeholders,organizational incentives,employee physique,employee needs,employee perception and employee behavior),23 main motivating factors,and 5 incentive paths(i.e.,basic incentive,motivation incentive,guiding incentive,key incentive,and guarantee incentive).Among them,employee physique is the basis of motivation,and improving employee physique belongs to basic incentive path;employee needs are the source of work motivation,and meeting employee needs belongs to motivation incentive path;the stakeholders of employees play the role in guiding the work behavior of employees,and caring about the stakeholders of employees belongs to guiding incentive path;organizational incentive is the key factor affecting the working status of employees,and enhancing organizational incentive belongs to key incentive path;and the ability of employees to receive motivational signals and respond to that is the key to ensuring the role of motivational factors,and paying attention to employees'positive and negative perceptions and timely rewarding and punishing employees'positive and negative behaviors belongs to guarantee incentive path.Correspondingly,15 non-monetary compensation incentive strategies for enterprises are proposed,in order to provide richer perspectives and references for the innovative practice of enterprise human resources incentives.