我国公益型国有企业是指在一些最为基础的领域如城市公共服务中的供水、 供电、供气、公共交通、环卫、市政养护、道路管养等方面提供公共服务与产品， 由政府决定产品和服务的价格，其社会效益高于经济效益，需要政府财政补贴的 企业。公益型国有企业是向社会提供关系国民福祉和利益的主体，是保障民生为 要的重要建设者。人力资源管理是企业的核心竞争力，基层员工是企业的基石与 保障。在工资总额管控和政府补贴缩减的大环境下，通过常规绩效管理激发员工 工作积极性变得较为困难，公益型国有企业内部人力资源管理变得更加艰难和苛刻。思考如何对公益型国有企业基层员工形成有效激励，构建合理有效的激励制度尤为重要。

本文选取珠海市公共服务领域公益型国有企业的典型代表珠海公交巴士有  限公司的基层员工作为研究对象，借鉴国内外学者对于员工激励的研究成果，对基层员工激励因素进行提炼，设计珠海公交巴士有限公司基层员工激励因素量表。 根据访谈提纲与 50 位不同岗位的基层员工进行了访谈，修正量表得出 25 项激励因素，调查得到珠海公交巴士有限公司激励现状。通过对回收的 589 份有效问卷进行实证分析，找到珠海公交巴士有限公司激励体系现存问题和原因。

本文研究结果表示：25 项激励因素划分为生理需要、职业成长、组织环境、个人实现共 4 个维度并对激励效果均呈现显著正相关关系；珠海公交巴士有限公 司基层员工激励因素重要程度靠前的激励因素为工作考核、加班补贴、工作保障、 领导关注度、薪酬合理等激励因素；珠海公交巴士有限公司基层员工激励因素满 意度得分普遍不高，最不满意的激励因素分别是社会地位、劳动保障、工作稳定 性、工作保障等激励因素；珠海公交巴士有限公司基层员工激励存在各岗位层次 薪酬分配不公平、绩效考核制度不合理；福利待遇缺乏创新性、劳动保障不足； 对于员工的社会需求关注度不高；员工职业成长路径需要改善等问题。根据 4 个 维度中不同激励因素对激励效果影响程度不一样，将进入回归方程的激励因素提 出，建立珠海公交巴士有限公司基层员工激励模型。提出优化企业内部薪酬制度、建立多元化福利政策激励、建立科学合理的职业发展激励、增强企业组织环境激 励四个方面的优化建议，最后对本文进行总结和展望。

Public welfare  state-owned  enterprises  in  our  country  are  those  that  provide essential services and products in fundamental areas such as urban public utilities, including water  supply,  electricity,  gas, public  transport,  environmental  sanitation, municipal maintenance, and road management. The government sets the prices for these  products  and   services,  prioritizing  social  benefits  over  economic  gains, necessitating government financial subsidies. These enterprises play a crucial role in enhancing national welfare and interest, acting as vital constructors for safeguarding people's livelihoods. Human resource management forms the core competitive edge of a  company,  with   grassroots  employees  being  the  cornerstone   and  guarantee  of enterprise stability. In the context of overall wage control and reduced government subsidies,   stimulating   employee   motivation   through   conventional   performance management has become increasingly challenging, making internal human resource management  within  public  welfare   state-owned   enterprises  more  difficult  and stringent.   Hence,   devising   effective   incentives   for   grassroots   employees   and establishing a rational and effective motivation system is of paramount importance.
This study focuses on the grassroots employees of Zhuhai Public Bus Co., Ltd., a representative public welfare state-owned enterprise in the public service sector of Zhuhai city. Drawing on the research findings of scholars from both home and abroad on  employee  motivation,  this  study  distills  the  motivating  factors  for  grassroots employees and designs a motivational factor scale for them at Zhuhai Public Bus Co., Ltd. Interviews were conducted with 50 grassroots employees from various positions based  on  an  interview  outline,  leading  to  the  revision  of  the   scale   and  the identification of 25 motivational factors, thereby assessing the current motivational status   at   Zhuhai   Public   Bus   Co.,   Ltd.   An   empirical   analysis   of   589   valid questionnaires   revealed   existing   problems   and   reasons   within   the   company's motivation system.
The study's findings indicate that the 25 motivational factors can be categorized into four dimensions: physiological needs, career growth, organizational environment, and personal achievement, all of which have a significantly positive correlation with
motivational   effects.   The   most   important   motivational    factors   for   grassroots employees at Zhuhai Public Bus Co., Ltd. include performance appraisal, overtime subsidies, job security, leadership attention, and reasonable remuneration. However, the satisfaction scores for motivational factors among these employees are generally low,  with  the  least  satisfaction  expressed  for  social  status,  labor  protection,  job stability,  and  job  security.  The  study  identifies   several  issues  in  the  company's motivation of grassroots employees, such as unfair salary distribution across different job levels, unreasonable performance appraisal systems, a lack of innovative benefits, insufficient labor protection, low attention to employees' social needs, and a need for improvement in employees' career development paths. Based on the varying impacts of different motivational factors on motivational effects across the four dimensions, the study proposes a motivational model for grassroots employees at Zhuhai Public Bus  Co.,  Ltd.  It   suggests   optimizing  the  internal   salary   system,   establishing diversified welfare policies, creating a scientifically reasonable career development motivation system, and enhancing organizational environment motivation. The paper concludes with a summary and outlook for future research.