关键词：双因素理论；员工激励；00后员工
ABSTRACT:The emerging post-00s workforce is playing an increasingly pivotal role in contemporary enterprises, injecting fresh vitality and serving as a key driving force for enterprise development. However, the high turnover rate among this group has raised widespread concerns. In order to effectively motivate post-00s employees, reduce turnover rates, enhance enterprise core competitiveness, and promote sustainable development, it is essential to deeply understand their unique personality traits and work characteristics as well as their motivation needs. This study systematically reviews relevant theories and practical achievements on motivating the new generation of employees both domestically and internationally. Using Company A as a case study, it identifies existing issues in motivating post-00s employees after 2000 through empirical investigation and analysis. Based on this analysis and considering the personality traits and work characteristics of post-00 employees, targeted incentive strategies are proposed including providing challenging job opportunities, establishing fair performance evaluation systems, enhancing employee training and career development planning, and fostering a positive corporate culture. It is expected that these strategies will stimulate the enthusiasm and creativity of post-00s employees while improving their job satisfaction and loyalty - ultimately reducing turnover rates, enhancing enterprise core competitiveness, and promoting sustainable development. Overall, this study not only aids enterprises in better understanding how to motivate the new generation of post-00s employees but also provides valuable references for human resource management practices.
一、绪论
（一）研究背景
随着移动互联网技术的快速发展，各种高科技已经深入到我们的生活和工作中。两年前的新冠疫情加速了科技的变革、创新、发展和应用，对我们的工作、生活和思想理念产生了巨大影响。如今，00后新一代员工已成为公司的主力军，他们在网络上长大，接触更多信息，思维敏捷、创造力强。虽然大部分人没有经历过财务困难和生活压力，但也暴露出心理承受能力较弱、缺乏理想和信念，并且性格张扬，在职业素质方面表现不佳。这两种现象的并存，给企业的经营带来了更大的困难，也给许多管理者带来了巨大的压力。然而，机遇总是伴随着挑战的，如何将后疫情时代与新生代员工的特点进行有效的融合，充分挖掘出新生代员工的巨大潜能，使得企业在有限的资源条件下，能够充分发挥出员工的积极性、主动性和创造性，是当前企业面临的一个紧迫课题。后疫情时期，企业之间的竞争也越来越激烈，而关注到这场竞争背后的资源博弈，不难看出，这其中的关键就是........(略）
五、结论
随着我国经济的持续发展，以00后为代表的新生代员工逐渐在各行各业崭露头角，成为企业发展的关键力量。因此，如何针对这一类新员工进行有效的激励，发挥他们的特色与优势，最大限度地开发他们的创造性和潜能，以调动他们的工作积极性和主动性，逐渐地成为了现代企业人力资源管理的热点与难点。 在当前的竞争环境中，尤其是人才竞争激烈的行业，企业必须重视人力资源管理，尤其是员工激励机制的建立与完善。
文章以激励理论为基础，对A公司现行的薪酬制度进行了深入剖析，发现了其中存在的问题，并在此基础上提出了一种创新的激励方案。这一方案旨在完善A公司的激励体系，使其更能适应新生代员工的需求，从而最大限度地激发员工的工作热情和积极性。 在探索和完善A公司的激励体系的过程中，我们力求将本项目的研究成果推广到大多数类似的企业，使其具有更广泛的适用性。同时，我们也希望更多的学者能够参与到这个课题的研究中来，为企业建立员工激励机制提供更多的理论依据和实践参考。通过多学科交叉研究，结合实际情况，为企业提供更具针对性和实用性的激励策略，从而提高企业的核心竞争力，实现可持续发展。
