Research On Employee Motivation In State-owned High-tech Enterprises Based On The Two-factor Theory

In the era of knowledge economy,human resource has become the first resource for enterprise development.Fierce market competition has put forward higher requirements for human resource management of enterprises.Motivation is an important part of human resource management and plays a very important role in improving enterprise performance and competitiveness.In the past decades,many scholars have formed two academic group of content motivation and process motivation through the exploration and research of motivation.The state-owned high-tech enterprise is a kind of unique enterprise,which urgently needs to attract and retain high-level talents in the innovation competition.However,the existing employee.motivation mechanism of many state-owned high-tech enterprises is difficult to adapt to the fierce market competition,and the brain drain is serious,which restricts the development of state-owned high-tech enterprises.State-owned high-tech enterprises are mainly distributed in key fields related to national security and economic lifeline.Under the background of rapid advancement of the new round of technological revolution in the world,promoting the healthy development of state-owned high-tech enterprises has become the core work of national economic security.It has become the core work of human resource management in state-owned high-tech enterprises to enhance the motivation strength of employees.This article takes our country state-owned high-tech enterprises D company as the object of case study,put forward by herzberg two-factor theory as a foundation,refer to two-factor theory of motivation at home and abroad research achievements,the integrated use of questionnaire investigation,literature research,interviews and other research methods,and on China’s state-owned high-tech enterprise human resources management in motivation&hygiene identification,analysis of employee satisfaction,further study of the state-owned high-tech enterprise employees motivation problems.Based on the two-factor theory and questionnaire analysis,construction and related factors in motivating working attitude on the health care function combination classification model,and according to the two-factor theory "central task is to enhance the effect of motivation" principle,put forward the various factors in state-owned high-tech enterprise human resources management and the importance of employee motivation.The results of the intensive interviews reflected the actual satisfaction of employees of company D with the factors involved in the existing motivation policies.The analysis of the literature obtained the focus of the factors involved in the existing motivation policies.By substituting the results of the research on the actual satisfaction of each factor in the interview into the factor combination classification model,the practical effect of the existing motivation policies of company D can be tested.According to the research and analysis,the existing employee motivation measures of company D have three deficiencies:"the motivation work is not scientific enough,the way of motivation is single","the motivation content is not comprehensive enough,the motivation effect is poor",and "individual motivation measures need to be improved".Finally,according to the priority order of "motivation" function,the corresponding motivation countermeasures are put forward one by one.On the one hand,as soon as possible to make up for the lack of motivation measures,including:1)Raise the level of interpersonal relationship by taking more measures 2)Step by step to make up for the shortcomings of working conditions;3)To boost confidence,rely on innovation to enhance job security;4)deepen reform,strengthen training,improve the level and ability of management personnel;5)adapt to the change,improve the company’s management policy;6)Pay attention to and help solve the housing problem of employees.On the other hand,centering on the poor effect of current salary motivation in company D.Suggestions are proposed for key improvement points,especially internal equity issues.