90后员工薪酬需求与激励策略研究
摘 要
随着90后逐渐成为职场主力军，其独特的成长背景和价值观对传统薪酬体系提出新挑战。本研究旨在深入探讨90后员工的薪酬需求特点及有效的激励策略，通过问卷调查与访谈相结合的方式，选取不同行业、规模的企业作为样本，共收集有效问卷1200份，访谈对象涵盖人力资源管理者与90后员工代表。研究发现，90后员工不仅关注基本薪资水平，更重视职业发展机会、工作生活平衡及非物质性激励因素；在激励方式上，个性化、即时性的奖励机制更能激发其工作积极性。创新点在于构建了基于90后心理特征的多维度薪酬需求模型，并提出了融合物质与精神层面的综合激励框架，为企业制定更具针对性的人力资源政策提供了理论依据和实践指导，有助于提升企业人才吸引力和竞争力，促进代际和谐共融的工作环境建设。
关键词：90后员工 薪酬需求 激励策略
Abstract
As Post-90s individuals increasingly become the dominant force in the workplace, their unique growth backgrounds and value systems pose new challenges to traditional compensation systems. This study aims to explore the distinctive salary requirements and effective incentive strategies for Post-90s employees. By employing a combination of questionnaire surveys and interviews, this research selected enterprises from different industries and scales as samples, collecting 1200 valid questionnaires and interviewing human resource managers as well as representatives of Post-90s employees. The findings indicate that Post-90s employees not only focus on basic salary levels but also place significant emphasis on career development opportunities, work-life balance, and non-material incentives. In terms of incentive methods, personalized and immediate reward mechanisms are more effective in stimulating their work enthusiasm. An innovation of this study lies in constructing a multi-dimensional compensation demand model based on the psychological characteristics of Post-90s employees and proposing an integrated incentive fr amework that combines material and spiritual aspects. This provides theoretical support and practical guidance for enterprises to formulate more targeted human resource policies, thereby enhancing corporate talent attraction and competitiveness and promoting the construction of a harmonious intergenerational working environment.
Keywords: Post-90s Employees Salary Requirements Incentive Strategies
目 录
一、引言 1
二、90后员工薪酬需求特征分析 1
（一）90后员工基本特征概述 1
（二）薪酬需求的主要构成要素 1
三、90后员工激励机制现状研究 2
（一）当前激励机制的实施情况 2
（二）激励措施的有效性评估 2
（三）有激励体系存在的问题 3
四、90后员工薪酬期望与企业供给差异 3
（一）员工薪酬期望调查分析其薪酬期望呈现出多元化特征 3
（二）企业薪酬供给现状考察 4
（三）供需差异及成因剖析 4
五、针对90后的薪酬激励优化策略 5
（一）构建多元化薪酬体系 5
（二）强化非物质激励手段 5
（三）完善绩效考核与晋升机制 6
六、结论 6
致 谢 8
参考文献 9
摘 要
随着90后逐渐成为职场主力军，其独特的成长背景和价值观对传统薪酬体系提出新挑战。本研究旨在深入探讨90后员工的薪酬需求特点及有效的激励策略，通过问卷调查与访谈相结合的方式，选取不同行业、规模的企业作为样本，共收集有效问卷1200份，访谈对象涵盖人力资源管理者与90后员工代表。研究发现，90后员工不仅关注基本薪资水平，更重视职业发展机会、工作生活平衡及非物质性激励因素；在激励方式上，个性化、即时性的奖励机制更能激发其工作积极性。创新点在于构建了基于90后心理特征的多维度薪酬需求模型，并提出了融合物质与精神层面的综合激励框架，为企业制定更具针对性的人力资源政策提供了理论依据和实践指导，有助于提升企业人才吸引力和竞争力，促进代际和谐共融的工作环境建设。
关键词：90后员工 薪酬需求 激励策略
Abstract
As Post-90s individuals increasingly become the dominant force in the workplace, their unique growth backgrounds and value systems pose new challenges to traditional compensation systems. This study aims to explore the distinctive salary requirements and effective incentive strategies for Post-90s employees. By employing a combination of questionnaire surveys and interviews, this research selected enterprises from different industries and scales as samples, collecting 1200 valid questionnaires and interviewing human resource managers as well as representatives of Post-90s employees. The findings indicate that Post-90s employees not only focus on basic salary levels but also place significant emphasis on career development opportunities, work-life balance, and non-material incentives. In terms of incentive methods, personalized and immediate reward mechanisms are more effective in stimulating their work enthusiasm. An innovation of this study lies in constructing a multi-dimensional compensation demand model based on the psychological characteristics of Post-90s employees and proposing an integrated incentive fr amework that combines material and spiritual aspects. This provides theoretical support and practical guidance for enterprises to formulate more targeted human resource policies, thereby enhancing corporate talent attraction and competitiveness and promoting the construction of a harmonious intergenerational working environment.
Keywords: Post-90s Employees Salary Requirements Incentive Strategies
目 录
一、引言 1
二、90后员工薪酬需求特征分析 1
（一）90后员工基本特征概述 1
（二）薪酬需求的主要构成要素 1
三、90后员工激励机制现状研究 2
（一）当前激励机制的实施情况 2
（二）激励措施的有效性评估 2
（三）有激励体系存在的问题 3
四、90后员工薪酬期望与企业供给差异 3
（一）员工薪酬期望调查分析其薪酬期望呈现出多元化特征 3
（二）企业薪酬供给现状考察 4
（三）供需差异及成因剖析 4
五、针对90后的薪酬激励优化策略 5
（一）构建多元化薪酬体系 5
（二）强化非物质激励手段 5
（三）完善绩效考核与晋升机制 6
六、结论 6
致 谢 8
参考文献 9
