Research On Motivation Factors Of Dispatched Employees In Chinese-funded International Petroleum Engineering Project Of C Company

In the wake of the mushroom growth of economy,China’s demand for oil is rising more and more.This has led to the need to increase transnational oil exploration and development efforts to ensure national energy security.Based on the above,Chinese oil companies have also accelerated the pace of overseas oil market development.However,the number of expatriates for international oil projects has shown a downward trend in recent years,the expatriate team is unstable,and a large number of core expatriates have resigned.The loss of core personnel has increased project operating costs,and has adversely affected the normal operation of the company and the future development of overseas markets.According to the relevant incentive theory,through literature research and expert interview,finally obtains 20 international petroleum engineering project expatriate staff incentive evaluation indicators.A questionnaire was carried out based on the identified incentive factor list,and the questionnaire was distributed to relevant personnel to collect data.A total of 275 valid questionnaires were collected.Use SPSS26.0 statistical analysis software to perform descriptive statistical analysis,exploratory factor analysis,and optimal sequence graph weight analysis on the valid data.The results show that there are 4 key indicators that influence the evaluation of the incentives of expatriates in international petroleum engineering projects,which are named "comprehensive salary incentives","social incentives","development incentives" and "target incentives".Among them,the job level and salary promotion system,current salary,shift cycle,company’s care for employees’ families,smooth upward communication,competence and position(rights and responsibilities)match,skills accumulated in overseas projects meet domestic needs,post resettlement after the overseas project is over,smooth communication method overseas and domestic,good care of the family,etc.These ten factors have a significant impact on the incentive effect of expatriate employees in international petroleum engineering projects.At the same time,reasonable suggestions are put forward for key incentive factors to provide basis and countermeasures for effectively motivating employees,ensuring the stability of the expatriate team and sufficient follow-up replacement candidates,and providing relevant human resources for the smooth development of the project and the development of my country’s overseas oil market.help.