Empirical Research On Incentive Of Professional And Technical Personnel In Low Permeability Oil And Gas Fields

The research of measurement to motivate R&D staff and promote their job efficiencyhas become an essential issue in human resource management of lower permeabilityoil and gas field. The study in this paper is important for reducing brain drain,improve the motivated mechanism, extension of motivation theory and regulate thepractice of motivation in human resource management.In this paper, the relationshipbetween9motivation factors (the salary, distributive justice, competition ofpromotion, knowledge share, team work in R&D, job pressure, reputation&honorand reputation, the human-based management, innovation environment) and jobperformance for R&D staff of oil and gas field in China is discussed with3-dimensions (organizational environment, salary, enterprise culture) upon the basisof human resources management theory and motivation theory.1390sample data arecollected from6oil and field company of China and studied with5-methods(Literature research, Interview research, questionnaire survey,data analysis andcomparative studies).Four innovations are achieved in this paper:(1)The model of the relationship betweenthe job performance and salary factor, working environment, enterprise culture inlower permeability oil&gas field is built in this paper with basis of the theory ofhuman resource motivation; The interaction mechanism between motivation factorand job performance is descripted.(2)The hypothesis on job performance of R&Dstaff in lower permeability oil&gas field are proposed upon the literature review andverified with the analysis.(3)The measurement table which describe the relationbetween job performance and motivated factor is compiled, as well as testing ofvalidity and reliability is conducted. It is resulted that the measurement table isreliable.(4)This is different from the conventional oil&gas filed and generalinnovation company. The demand of R&D staff in lower permeability oil&gas fieldis diversity and particularity. The motivated efficiency of distributive justice is muchhigher than the salary factor on R&D staff in lower permeability oil&gas field. Thecombination and integrity of motivated factor are mandatory in the motivation ofR&D staff. The working environment and career path are more essential in humanresource management.Based on the conclusion, the following aspectsshould be the focus of next steps:(1)The empirical study on motivation mechanism for specified company such aslower permeability/high moisture content/Unconventional oil and gas field.(2)Involving more direct or indirect motivation factors.(3)Further calibration of themeasurement table with basis of Literature.