| Along with the economic development and social progress, people’s income and living standards have been improved significantly, the sensitivity of the staff to the economic compensation is getting lower and lower, the single economic management gradually exposed its limitations, the traditional salary management has not been as effective as the former to the staff, which makes the management can not face a new challenge, that is, how to effectively use non economic reward to motivate employees. However, the non-economic reward management theory system and the non-economic reward management in the enterprise is still in the initial stage, and the effect is not ideal. This study from the perspective of career maturity and work values, through the deep understanding to employees of Zhejiang Dahua Technology Co., Ltd., find out different career maturity, work value view of non-economic reward satisfaction influence path, and put forward to effectively enhance staff of non-economic reward satisfaction countermeasures and suggestions, for non-economic reward research provides new ideas, new perspective and new insights.The main contents of this paper are as follows:First of all, the paper uses the domestic and foreign literature analysis method to sort out the career maturity, work value, non-economic reward, and then summarize the definition of the concept of this paper, and then use the literature analysis to sum up the dimensions of the career maturity and non-economic reward satisfaction, and put forward the relevant exploratory hypothesis; Secondly, make an in- depth interviews with the employees of Zhejiang Dahua Technology Co., Ltd. by using grounded theory, then collecting the original data, and the obtained values by three coding procedures of content and dimension, the literature collating the dimensions of career maturity dimension and non-economic reward satisfaction factor analysis, and according to the specific dimensions of different construct different career maturity factor 4, work value view of four factors of non-economic reward satisfaction difference model; Finally, SPSS 17 software was used to analyze the influence of gender, age, educational background, working years, job, marriage status and children’s status on the non-economic reward satisfaction, using AMOS 20 software to construct the theoretical model of 4 factors, 4 factors and non-economic reward satisfaction, according to the degree of career maturity, the total score is divided into 4 categories. In the control of high and low level, the paper constructs the theoretical model, then analyzes the differences between the four aspects.Through empirical research, this paper draws the following conclusions:1. Work value includes 4 dimensions, they are: safety and attribution orientation, job orientation, self orientation and self realization.2. In the exploration of the demographic variables on the non-economic reward satisfaction, the age of the company’s working age, position, marital status, children’s status will have a significant impact on the non economic reward satisfaction, gender, degree of non economic reward satisfaction.3. The effect of 4 factors on the satisfaction of non-economic reward, career capacity and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees is significantly are related; career development and work atmosphere satisfaction degrees is significantly are related; career independence and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees is significantly are related; career purpose and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees are no significantly relationship.4. The effect of the 4 factors on the non-economic reward satisfaction, security and belonging oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees is significantly negative related; work respect oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees is significantly are related; self needs oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees is significantly negative related; self achieved oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees is significantly are related.5. In different occupations, the value of the work on the non-economic reward satisfaction, the path of the impact of significant differences, the specific differences: Low career maturity employees, in their work values on the non economic reward satisfaction model, security and belonging oriented and itself development satisfaction degrees, and organization support satisfaction degrees exists significantly negative related; work respect oriented and itself development satisfaction degrees exists significantly are related; self needs and itself development satisfaction degrees, and work atmosphere satisfaction degrees exists significantly negative related; self achieved oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees exists significantly are related; Security and ownership-oriented and work environment satisfaction, respect the guidance and organizational support of work satisfaction and work environment satisfaction, self demand had no significant relationship with the organization support satisfaction. High career maturity employees, in their work values on the non economic reward satisfaction model, security and belonging oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees exists significantly are related; work respect oriented and work atmosphere satisfaction degrees exists significantly negative related; self needs oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees exists significantly are related; self achieved oriented and itself development satisfaction degrees, and organization support satisfaction degrees, and work atmosphere satisfaction degrees exists significantly negative related, and respect the guidance and organizational support satisfaction degree and no significant relationship between work environment satisfaction.The innovation of this paper is that find the influence of different levels of career maturity factor and work value on the degree of satisfaction of the non-economic reward of employees, It is suggested that the management of non-economic reward can significantly improve the management efficiency of human resources from the lowest cost. This is a new way to improve the efficiency of human resource management, and to provide a new way of thinking for the construction of harmonious labor relations. |
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