Promoting Part-Time Workers’ Loyalty and Productivity Efficiency Based on Effective Year – End Incentive Strategy and Social Intermediary Dialogue

Abstract

The purpose of this article is to apply effective incentive strategy management to manage employees of Inner Mongolia Yili Industrial Group Co., Ltd., and explore the contribution of effective employees to the efficiency of part-time labor in the process of year-end incentive strategy and social intermediary dialogue mode. Solve the outstanding problems caused by inadequate year-end incentive mechanisms, and effectively stimulate the potential of employees. This study has three research objectives:1)To investigate how Inner Mongolia Yili Industrial Group Co., Ltd. Employees’loyalties is promoted by year-end motivation strategies.2)To examine problems encountered by nner Mongolia Yili Industrial Group Co., Ltd. in the social mediation dialogue and the result of improper year-end motivation mechanism.3)To evaluate the effective methods of year-end motivation strategies to Inner Mongolia Yili Industrial Group Co., Ltd. employees and promote employee loyalties. This study takes the dialogue public relations theory, Expectancy theory, and social exchange theory as the main theories, and adopts quantitative research methods to conduct sampling surveys. A total of 147 valid questionnaires were collected. From the perspective of the effective year-end incentive management of Inner Mongolia Yili Industrial Group Co., Ltd. (independent variable), to verify whether it affects employee loyalty and productivity efficiency (dependent variable). Research results were: Firstly, the individual’s validity, reliability, and factor load were tested. The results showed that the CR value was higher than the recommended threshold of 0.7, confirming the reliability of the structure. Secondly, through confirmatory factor analysis of each structure, the measurement project load obtained was higher than the recommended minimum value of 0.50. Then, the Partial Least Squares (PLS) Structural Equation Model (SEM) was compared with the covariance based SEM. In the survey, there was no significant difference between genders, but there was a significant difference between employee participation and duration, as well as income. Finally, the quantitative analysis results showed a direct relationship between variables, Confirmed that high-performance year-end incentive strategies can help Inner Mongolia Yili Industrial Group Co., Ltd. employees achieve higher levels of productivity and satisfaction. And by introducing effective incentive strategy management models, they can improve work efficiency and job satisfaction, thereby reducing the resignation rate and ensuring that employees of Inner Mongolia Yili Industrial Group Co., Ltd. can obtain more benefits from labor and organizational performance.

Keywords: year end incentive strategy, employee loyalty, social intermediation dialogue

Promoting Part-Time Workers’ Loyalty and Productivity Efficiency Based on Effective Year – End Incentive Strategy and Social Intermediary Dialogue

Master of Business Administration (International Program), Siam University, Bangkok, Thailand