Research On The Incentive Strategy Of S Company's Overseas Project Employees

In recent years,with the acceleration of China‘s marketization process,more and more Chinese construction enterprises participate in international competition.Since China launched the "Belt and Road" initiative in 2013,the rapid growth of overseas construction contracting projects has further boosted the expansion of overseas markets for Chinese construction companies.In the process of providing service to foreign owners,the quality of expatriate staffs becomes the key to the success of overseas projects.However,at present,the continuous changes of expatriate staffs and the loss of high quality staff,have a great impact on the implementation of overseas projects.Therefore,how to control the loss of expatriate staffs has become the first task for overseas business development.This research takes S Company as the research object.First of all,on the basis of reading a large number of literatures,the author introduces the incentive theory and its related theories theoretically.Secondly,from the aspects of career theory,psychological capital theory,incentive mechanism and questionnaire survey,the author finds out the reasons that affect the instability of expatriate staff in overseas projects.Finally,in view of these reasons,starting from the actual situation of S Company and combining the author's working experience,the incentive strategy of expatriate staffs in S company's overseas project organization has been designed.Through the study of incentive strategy of expatriate staff in S company's overseas project organization,this paper aims to change the current incentive status of overseas project,and to mobilize the enthusiasm and initiative of expatriate staffs.It also aims to improve employee' satisfaction and loyalty to S Company,to stabilize the overseas project team and to promote the increase of enterprise' benefit.In addition,this research also has certain reference significance to the same industry company.