Research On The Motivation Of Grass-roots Employees In Small And Medium-sized High-tech Enterprises

Under the background of "mass entrepreneurship and innovation",guided by the national high-tech enterprise accreditation policy,small and medium-sized high-tech enterprises are booming,which has made important contributions to China's scientific and technological innovation and social progress.However,due to their own limitations,small and medium-sized high-tech enterprises generally have the problem of insufficient incentive for grass-roots employees,which leads to a series of problems,such as the rapid flow of employees,low work efficiency and high labor cost of enterprises,which is not conducive to the long-term development and sustainable operation of enterprises.Based on Alderfer's ERG incentive theory,this study combs out the incentive factors of grass-roots employees in small and medium-sized high-tech enterprises through literature review and investigation,and takes incentive factors as independent variables,work performance as dependent variables,positive and negative incentive strategies as adjustment variables,demographic variables(gender,age,occupation type,education background,marriage,household registration)as control variables Variable,construct the incentive performance model of grass-roots employees in small and medium-sized high-tech enterprises.At the same time,taking the grass-roots employees of three enterprises in a national high-tech zone in Guangdong Province as the research object,through the questionnaire survey,and using spss22.0 and amos21.0 analysis software to carry out statistical analysis on the collected questionnaire data,the paper makes an empirical test and Analysis on the incentive performance model of grass-roots employees in small and medium-sized high-tech enterprises,and draws the following conclusions:1.The incentive factors and the three dimensions of incentive factors(survival incentive,relationship incentive and development incentive)of the grass-roots employees in small and medium-sized high-tech enterprises have a positive impact on their work performance.In order to maximize their work performance,the grass-roots staff of small and medium-sized high-tech enterprises should be fully encouraged.2.The three dimensions of incentive factors(survival incentive,relationship incentive and development incentive)have different positive effects on their work performance in small and medium-sized high-tech enterprises.According to the degree of influence,from high to low are development incentive(learning growth,promotion mechanism,certificate),mutual relationship incentive(Leadership identification,interpersonal relationship,innovation),survival incentive(performance pay,bonus,flexible welfare).Therefore,we should implement the incentive measures of spiritual incentive and material incentive for grass-roots employees of small and medium-sized high-tech enterprises.3.The rational use of positive and negative incentive strategies can effectively improve the positive impact of incentive factors on the work performance relationship of the grass-roots employees in small and medium-sized high-tech enterprises.The positive incentive strategy should be adopted to encourage the grass-roots staff of small and medium-sized high-tech enterprises.Based on the above research conclusions,this paper puts forward the following suggestions for the incentive work of grass-roots employees in small and medium-sized high-tech enterprises: 1.Vigorously promote informal learning on the spot.2.Cultivate enterprise culture based on "innovation" and "harmony".3.Establish salary and welfare system based on cost control.In this paper,we construct the incentive performance model of the grass-roots employees in small and medium-sized high-tech enterprises,and conduct an empirical test on the model.On this basis,we put forward reasonable suggestions on the incentive work of grass-roots employees in small and medium-sized high-tech enterprises.It not only enriches the empirical research cases,but also has positive reference significance for improving the human resource management level of small and medium-sized high-tech enterprises.