Research On The Influence Of Private IT Enterprise 's Option Incentive On Employee Satisfaction

By the14-month option incentive practice and research on a typical private company engaged in IT design and manufacturing service, we found the practical effect of option incentive process reengineering on the company. Through the first satisfaction survey with163samples, we found that the staff turnover rate of the company was as high as28.81%while the employee dissatisfaction was14.47%and satisfaction was56.73%before2012. These problems have seriously affected the development of the company.According to the specific-designed option incentive and process reengineering, as well as the re-survey of181samples, the numbers were found with significant improvement, in which the staff turnover decreased by66.77%, especially the staff turnover of senior positions decreased by82%, and staff dissatisfaction decreased by45.43%, and satisfaction increased by8.5%. Moreover, the staff demand satisfaction was improved. This article made intensive study of characteristics of IT companies, Maslow’s hierarchy of needs, Herzberg two-factor theory, David McClelland achievement need theory, Clayton Alderfer ERG theory, Heider’s attribution theory, and Adams frustration theory, and made attribution theory analysis and improvement design as well. The article designed a questionnaire including18questions of satisfaction and10of need theory.We studied the latest law of option incentive, and through the application innovation, we designed the improvement program suitable for private IT company characteristics---HL-ESOP option incentive system, which broke three legal obstacles, including that the company can not hold its own stake; foreign employees can not hold shares of domestic enterprises, the option of employees breaking contracts can not be recycled. The article also designed and implemented the supporting career planning, the road map of company career development, job planning, job descriptions, performance review, intangible asset protection and enterprise culture. With the frequency analysis and Z-test, the article tested the validity of the survey data and effectiveness of improvement. Also the Z-test made the specific improvement points clear. In sum, intangible assets are more important for IT enterprises. Since intangible assets are in the mind of employees, the employees’satisfaction and needs should be the focus for managers. Option incentive can improve the satisfaction and reduce the employee turnover, which can ultimately promote the long-term development of enterprises. Furthermore, Z-test can test scientifically the effect of process reengineering.