Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House
Post-90s employee is a special group of people in organizations. According to a bureau of statistics of China in 2015, there were 211 million post-90s in China, which made up 15.4% of the total population in China, so that post-90s will be the driving force of China’s development in the future. Mean...
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| Format: | Dissertation (University of Nottingham only) |
| Language: | English |
| Published: |
2017
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| Online Access: | https://eprints.nottingham.ac.uk/46249/ |
| _version_ | 1848797287338213376 |
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| author | YAN, HAN |
| author_facet | YAN, HAN |
| author_sort | YAN, HAN |
| building | Nottingham Research Data Repository |
| collection | Online Access |
| description | Post-90s employee is a special group of people in organizations. According to a bureau of statistics of China in 2015, there were 211 million post-90s in China, which made up 15.4% of the total population in China, so that post-90s will be the driving force of China’s development in the future. Meanwhile, Hunan Education Publishing House is a famous publisher in China. Therefore, this dissertation will look post-90s employees in Hunan Education Publishing House as the research objects.
Non-financial incentives are becoming more and more important in motivating the staff, and because of the unique characters of post-90s employees, non-financial incentives of them might be more significant and useful. So this dissertation will focus on non-financial incentives and understand the real requirements of post-90s employees.
This study will use interviews and questionnaires as research method because both of them are essential. Interviews are aimed at getting an in-depth understanding of leaders’ opinions, while questionnaires are used to survey post-90s employees’ views. Furthermore, there are four leaders and 78 post-90s employees participate in the research.
The aim of this study is causing leaders’ attention of non-financial incentives of post-90s employees through showing the opinion gap between leaders and post-90s employees. And this dissertation finds that there exists a huge gap between them, for example, opposite views of promotion. In the end, some suitable suggestions are provided accordingly. |
| first_indexed | 2025-11-14T20:01:29Z |
| format | Dissertation (University of Nottingham only) |
| id | nottingham-46249 |
| institution | University of Nottingham Malaysia Campus |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-14T20:01:29Z |
| publishDate | 2017 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | nottingham-462492018-04-17T14:59:49Z https://eprints.nottingham.ac.uk/46249/ Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House YAN, HAN Post-90s employee is a special group of people in organizations. According to a bureau of statistics of China in 2015, there were 211 million post-90s in China, which made up 15.4% of the total population in China, so that post-90s will be the driving force of China’s development in the future. Meanwhile, Hunan Education Publishing House is a famous publisher in China. Therefore, this dissertation will look post-90s employees in Hunan Education Publishing House as the research objects. Non-financial incentives are becoming more and more important in motivating the staff, and because of the unique characters of post-90s employees, non-financial incentives of them might be more significant and useful. So this dissertation will focus on non-financial incentives and understand the real requirements of post-90s employees. This study will use interviews and questionnaires as research method because both of them are essential. Interviews are aimed at getting an in-depth understanding of leaders’ opinions, while questionnaires are used to survey post-90s employees’ views. Furthermore, there are four leaders and 78 post-90s employees participate in the research. The aim of this study is causing leaders’ attention of non-financial incentives of post-90s employees through showing the opinion gap between leaders and post-90s employees. And this dissertation finds that there exists a huge gap between them, for example, opposite views of promotion. In the end, some suitable suggestions are provided accordingly. 2017-09-14 Dissertation (University of Nottingham only) NonPeerReviewed application/pdf en https://eprints.nottingham.ac.uk/46249/1/Non-financial%20incentives%20for%20the%20post-90s%20employees%20case%20of%20Hunan%20Education%20Publishing%20House.pdf YAN, HAN (2017) Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House. [Dissertation (University of Nottingham only)] |
| spellingShingle | YAN, HAN Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House |
| title | Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House |
| title_full | Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House |
| title_fullStr | Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House |
| title_full_unstemmed | Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House |
| title_short | Non-financial incentives for the post-90s employees: case of Hunan Education Publishing House |
| title_sort | non-financial incentives for the post-90s employees: case of hunan education publishing house |
| url | https://eprints.nottingham.ac.uk/46249/ |