摘要
Abstract
Based on Herzberg's Dual-Factor Theory,this study examines the current status,challenges,and optimization pathways of non-material incentive mechanisms in public institutions,using a case study of a public organization in western China.The research reveals several issues,such as limited career development paths,lack of work autonomy,and superficial honorary incentives,which result in low employee motivation.To address these problems,the study proposes the following solutions:(1)Institutional empowerment—establishing a multi-dimensional career development system with dynamic adjustment mechanisms to ensure policy compliance and incentive effectiveness;(2)Technological empowerment—leveraging digital tools to create a collaborative management framework,implementing a"1%Innovation Time"policy,and adopting a data-driven performance evaluation system to enhance employee autonomy and engagement;and(3)Cultural empowerment—conceiving a differentiated honorary recognition system,introducing a redeemable honor points mechanism,and utilizing achievement visualization tools to strengthen employees'sense of accomplishment and organizational identity.Ultimately,the study aims to build a dynamic equilibrium between"institutional health"and"marketized incentives".关键词
双因素理论/非物质激励/事业单位改革/知识型员工/数字化转型Key words
Dual-factor theory/Non-material incentives/Reform of public institutions/Knowledge workers/Digital transformation分类
社会科学
