Research On The Incentive Mechanism Of The New Generation Of Workers In The Western Railway Transportation Enterprises

As an important infrastructure for national economic and social development,railway enterprises play an important role in social and economic development.After the modern railway network in the eastern region has basically taken shape,the modern railway network of the “Thirteenth Five-Year Plan”will mainly extend to the central and western regions.The railway bureaus located in the northwestern region are shouldering the responsibility for promoting the development of the western region and the construction of the“Belt and Road”and serving localities.The historical responsibility of economic and social development.As a result,the pressure on building talent teams in the Northwest Railway Administration has increased dramatically,and more newcomers are needed to supplement the support.The new generation is an important part of the railway workforce,and it is implementing the railway to improve quality and efficiency,and accelerate the transformation of scientific and technological achievements.Railway modernization has a significant role.Based on the classical incentive theory and social exchange theory,the personality characteristics of the new generation of workers,and the working environment of the railway transportation enterprises in the northwestern region,this paper starts an empirical study on the incentive mechanism of the new generation of employees in the railway transportation enterprises in the northwestern region.First,based on the research results of the classical incentive theory,combined with the results of semi-structured in-depth interviews with 30 Cenozoic generations of the railway,18 incentive variables were refined,and then the incentive dimension and work output description of the organization's input were used.Build a hypothesis model.Through the design and issuance of survey questionnaires,empirical analysis was conducted on the data obtained from recycling,and the correlation between organizational incentive inputs and work output was further studied.The following conclusions were obtained:(1)Through the factor analysis of the 18 organizational incentive variables,combined with the dimensionality of the railway transportation companies in the northwestern region in the organization of new generation employees,the three public factors were named as material incentives,growth incentives and Attributive incentive factor.(2)The new generation of railway transport companies has a higher subjective demand for 18 incentive variables,of which the highest five items are: wage compensation,promotion channels,work-life balance,performance appraisal,and career planning.In addition,from the perspective of incentives,the degree of demand from high to low is material incentive,belonging incentive,and growth incentive.(3)The satisfaction degree of the new generation of employees who felt the input of the 18 incentive variables of the organization was overall low.Among them,the five items with the lowest satisfaction were the welfare form,performance appraisal,social activities,career planning,and work-life balance.In addition,from the perspective of the incentive dimension,the satisfaction of the incentive input from high to low is material incentive,growth incentive,and attribution incentive.(4)There is a significant difference(sig.<0.05)between the degree of demand for incentive variables and the perceived level of input of the organization to the incentive variables for the new generation of employees in railway transport enterprises.(5)Gender,marital status,and educational background have no significant effect on the degree of demand for the subjective judgment incentive variable of the new generation of employees,but the higher the age,the higher the degree of subjective needs of the new generation of employees on the dimensions of growth incentives and vested incentives.(sig.<0.05)(6)The three major incentive dimensions invested by railway transport companies are significantly positively correlated with the work output of the new generation of employees.The correlation between growth incentive dimension and material incentive dimension and internal responsibility behavior,job satisfaction and job performance is relatively high,and the input of attribution incentive dimension is higher than that of other two incentive dimensions.Finally,according to the actual research conclusions,this paper proposes incentive strategies for the incentive problems of the new generation of employees in the railway transportation enterprises in the Northwest,and divides the incentive strategies into factors that need improvement and further improvement.Motivating factors that need improvement are salary compensation systems,performance assessment,career planning,and work-life balance.The factors for further promotion include promotion channels,participation in decision-making and training opportunities.At the same time,due to the greater pressure of work for railway workers,it is necessary to strengthen ideological leadership and establish a mechanism for pressure reduction.