The Empirical Research On The Impact Of Incentives On Middle Managers Human Capital Of Coal In Shanxi Province

Coal mining enterprises is facing challenges to sustainabledevelopment in today’s new economy. In recent years, the situation of China’scoal industry is grim, the coal market continues to run with the status of thesituation."Coal Of World Depends on China, Coal Of China Depends onShanxi ".As a coal-rich province of Shanxi, had provoked reverse the currentunfavorable situation, the burden of looking for a new breakthrough. Under thenew economic era, coal companies want to seek sustainable development,transformation of economic development mode, not only need the support ofenergy, equipment and other hard conditions, but also need to progress ofknowledge and technology innovation. Human capital as a factor of production,is the most active factor, also the best carrier to absorb knowledge andtechnology research and development. Attention to the development of humancapital and training of qualified personnel, the establishment of strategic talentpool has become a corporate innovation and take the road of sustainabledevelopment foundation. Corporate middle managers located in the middleposition of enterprises, both policy-makers but also executives, corporateexecutives and line managers in collaboration with the bridge. Improvingincentives for middle managers, middle managers to improve the level ofhuman capital, both to enable them to better assist senior managers, led byjunior officers can learn skills, innovative technologies. Therefore, the study onthe impact of incentives middle managers from the perspective of human capital,to explore effective incentives for improving the level of human capital inShanxi coal mine, Shanxi coal industry to accelerate the transformation ofeconomic growth and achieve sustainable development has important theoretical and practical significance.On the basis of domestic and foreign-related research, in order to incentivetheory and human capital theory as a guide to explore the impact of incentiveson middle managers in human capital by empirical research. First, make ahypothesis: the incentives into personal development incentives, environmentaland cultural motivation and self-motivation to achieve three dimensions; theability of human capital is divided into two dimensions of capital andtechnology capital; incentives to produce a positive impact on human capital.Shanxi coal mining enterprises through questionnaires initial test, thepreparation of middle managers in the coal business relationships and humancapital to obtain the data for the survey. And using SPSS statistical softwareincentives and human capital elements of exploratory factor analysis, varianceanalysis and correlation analysis. Different age, education, work experience inthe corporate middle managers in human capital analysis of variance found adifference significant.On incentives and human capital-related analysis, wefound a significant correlation between the two. By building multiple regressionmodel incentives and human capital regression analysis found that life securityincentives and personal development incentive and ability capital positivelycorrelated; personal development motivation and self-actualization motivationand ability of capital significantly positive correlation; living security incentivesfor professional capital relationship was not significant; incentives forprofessional self-realization of capital relationship was not significant. Finally,this study for the practice implications of the enterprise, whereby proposed coalmine in Shanxi Province middle managers incentives to improvecountermeasures based on the conclusions stated.The innovation of this article is for the coal mining enterprises, therelationship between human capital and incentives to do empirical research, is arelatively new field of study. And combining the characteristics of coal middle managers, with a new perspective divide dimensions incentives and humancapital.