Research On The Effect Of Incentive Method On Human Capital Of Enterprise Middle Managers

As a factor of production in the most active and special factors, Human capital hasbecome an important factor restricting the country’s economic and social development. Thecompetition of modern enterprises, basically speaking is the competition for human capital.Sustainable development of the new economic era does not automatically need to have a highlevel of human capital as a strong point. Emphasis on human capital development, andtraining high-quality talents and improving the quality of human capital has become thegeneral consensus among enterprise and the development of a sustainable developmentstrategy is based on. Corporate middle managers as the backbone of the enterprise, has anirreplaceable role in the development of enterprises, they are the corporate vision, strategicdecision-making, a powerful executive and organizational practice of the organization’sprograms, senior bridge to communicate with the grassroots. Incentives for middle managersis very important, the extent of them is excited not only related to its own power, but alsorelated to other employees in the magnitude of its jurisdiction, or even the direction ofdevelopment of the entire enterprise.This study on the basis of the relevant literature, through interviews and questionnairesenterprises preliminary tests, and consultation with experts, preparated of corporate middlemanagers and human capital relationship questionnaire, a total of202valid questionnaires. Inthis study, the use of SPSS18.0statistical software for corporate middle managers incentivesand human capital factor exploratory factor analysis, and corporate middle managers humancapital analysis of variance. And do correlation analysis and regression analysis to therelationship between incentives and human capital.In this study, the motivating factor is divided into personal development incentives,environmental and cultural incentives, work incentives and protection incentive four aspects;human capital is divided into three aspects of health capital, the ability of capital and spiritualcapital. Analysis of variance of different gender, age, education, work experience,enterprise-scale human capital of, corporate middle managers, found that there are significantdifferences. The correlation analysis of Incentives and human capital found that the relationship between the two variables is significant. The regression analysis found thatenvironmental culture incentives, personal development incentives, work incentives,protection incentives on spiritual capital significantly with a positive correlation; workincentives, personal development incentives and protection incentive on ability of capitalsignificantly positive correlation, environmental and cultural incentives on the ability ofcapital relationship was not significant; personal development incentives, environmental andcultural incentives significantly positively related to health capital, work incentives andprotection of incentives that the relationship is not significant.