A Research On Relationship Between Motivational Factors’ Satisfaction And Job Performance In The After80s’ Employees

Incentive and performance management has been a field of research, especially in the highly competitive weight of the twenty-first century,human resources management is particularly important, how to retain talent, stimulate enthusiasm and creativity of the staff are prerequisites for successful business. The relationship between motivation and performance for domestic and foreign scholars have carried out extensive research, and achieved fruitful results, most studies find that motivation and performance are correlated, and this is the work of human resource management provides a new way of thinking. With after80s’employees gradually become the backbone of the workforce, people started to pay attention to the cenozoic groups which is difference from the previous generations, how to manage them effectively is particularly important for managers. As the after80s’employees is a new word only in recent years made specifically study for the relationship between the after80s’employees’ motivational factors satisfaction and job performance is small. Therefore,from the management point of view, research on relationship between motivational factors’satisfaction and job performance in the after80s’employees has important theoretical and practical significance.The research is divided into five parts:the first part is an introduction, describes the background, purpose, meaning, ideas, methods and innovation; the second part are literature reviews, review of related research at home and abroad as this research’s theoretical basis; the third part are the research design and assumptions, on the basis of to defineing the concepts relatively, according to the purpose of the research propose the research model, research hypothesis and research question for the design of the questionnaire;the fourth part are the results and Analysis, mainly on the returned questionnaires were collated and statistical analysis to test the research hypothesis, the results of the analysis are described; the fifth part are the conclusions and recommendations, propose dincentives for research and management recommendations for enterprise information, and finally shows the inadequacy of this research and recommendations for further research.The research model has been established mainly according to the motivational factors proposed by many scholars at home and abroad and the two-dimensional model of job performance proposed by Borman and Motowidlo (1993). The introduction of gender, marital status, education, work experience and job grades, compiled demographic variables; according to research summarized, adapted the questionnaire of motivational factors’satisfaction, including four motivation dimensions:pay and benefits, learning and development, working environment and work itself, involving21issues; according to the two-dimensional model of job performance proposed by Borman and Motowidlo adapted the questionnaire of the job performance questionnaire of the after80s’employees, including two performance dimensions:the task performance and the contextual performance, involving10issues.This research conducted by questionnaire empirical research, using statistical software SPSS17.0. Surveying172valid samples and test the reliability and validity of the two questionnaires, and discusses the relationship between the after80s’employee’s motivational factors’satisfaction and their job performance. The main findings are as follows:1. On the whole, the after80s’employees’satisfactions of motivational factors tend to moderate. Specifically, the after80s’employees’satisfactions of job security tend to high, followed by the order of interpersonal relationships, other people’s recognition and respect, and prospects for the satisfaction of organizational development, the lowest satisfactions of motivational factors related to pay and benefits.2. The adapted questionnaire of the after80s’employee’s job performance according to the two-dimensional model of job performance proposed by Borman and Motowidlo is reliable and valid.3. Gender and marital status did not affect the after80s’employees’ satisfactions of motivational factors; degree affected the after80s’employees’ satisfactions of motivational factors significantly; work experience and job grades affected the after80s’employees’satisfactions of motivational factors partly. 4. There is a significant positive correlation between the after80s’ employee’s four dimensions of motivational factors and their job performance, task performance, contextual performance.5. The after80s’employees’satisfactions of motivational factors and the four dimensions were able to predict their overall job performance.Finally, put forward specific recommendations for the after80s’employee’s practice of human resources management:establish the attractive pay and benefits system; formulate a scientific evaluation system for individual performance; enhance the autonomy, challenges and richness of the work; provide capacity and quality of training to improve staff; shape the corporate culture which has been widely recognized and accepted, and create good working atmosphere.