在数字化与智能化技术蓬勃发展的时代背景下，青年员工作为企业持续进步与创新的中坚力量，他们的工作积极性与创新能力对于推动企业的长远发展、保持市场竞争力以及实现战略转型起到了至关重要的作用。与此同时，数智背景下的的青年员工，也呈现出以自我发展为中心，关注自我提升，看重个人得失等鲜明的个性特征，在这种情况下，传统的激励措施对于青年员工的局限性逐渐显现。因此，如何精准把握青年员工的特征和个性化需求，并实施合适的激励措施以促进企业的长期健康发展显得尤为重要。

本文以数智背景下L电子科技公司的青年员工为研究对象，首先结合国内外对青年员工激励的研究现状，在既往研究的基础上，分析了L电子科技公司青年员工的激励现状与问题；其次，参考波特-劳勒综合激励模型和数智背景下L电子科技公司的实际情况，构建了数智背景下L电子科技公司青年员工激励因素模型，在此基础上设计和发放调查问卷，并对回收的问卷进行数据分析，实证分析结果表明，数智背景下，培训、职业发展、工作回报、人际关系与工作环境、绩效考核对L电子科技公司青年员工激励满意度有着显著的正向影响；此外，不同学历、职位层次和工作年限的青年员工，激励满意度也不相同。最后，根据实证分析结果，从物质和非物质的需求层面对L电子科技公司现行青年员工激励措施提出具体的优化建议。

本文通过一系列研究，探索L电子科技公司青年员工激励的关键因素，继而为公司提出具有针对性和科学性的青年员工激励措施优化建议，目的是提升L电子科技公司青年员工的工作积极性，实现企业和青年员工的共同发展，同时也为其它民营企业提供了可借鉴的青年员工激励措施，有助于推动民营企业在数智化时代下的可持续发展。

In the context of the rapid development of digitalization and intellectualization, young employees serve as the pivotal force for enterprises' continuous progress and innovation. Their work enthusiasm and innovative capabilities play a crucial role in promoting long-term enterprise development, maintaining market competitiveness, and achieving strategic transformation. Meanwhile, young employees in this digital and intellectual era exhibit distinct personality traits centered on self-development, focusing on self-improvement and valuing personal gains and losses. Under such circumstances, traditional incentive measures are increasingly showing limitations in motivating young employees. Therefore, accurately grasping the characteristics and individual needs of young employees and implementing appropriate incentive measures to foster the long-term healthy development of enterprises have become particularly significant.

This thesis takes the young employees of L Electronics Technology Company in the digital and intelligent era as the research subject. Firstly, based on the current research status of young employee incentives both domestically and internationally, and building on previous studies, it analyzes the incentive status and issues faced by young employees at L Electronics Technology Company. Secondly, referring to the Porter-Lawler Integrated Incentive Model and the actual situation of L Electronics Technology Company in the digital and intelligent era, it constructs a model of incentive factors for young employees at L Electronics Technology Company in this context. On this basis, questionnaires are designed and distributed, and data analysis is conducted on the collected questionnaires. The empirical analysis results demonstrate that,in the context of digitalization and intelligence, training, career advancement and development, work rewards, interpersonal relationships and work environment, as well as performance appraisal,have significant positive impacts on the incentive satisfaction of young employees at L Electronics Technology Company.Furthermore, young employees with different educational backgrounds, positional levels, and years of work experience exhibit varying levels of incentive satisfaction. Finally, based on the empirical analysis results, specific optimization suggestions are proposed for the current incentive measures for young employees at L Electronics Technology Company, addressing both material and nonmaterial needs.

Through a series of studies, this thesis explores the key factors influencing the incentives for young employees at L Electronics Technology Company and subsequently proposes targeted and scientific optimization suggestions for young employee incentive measures. The aim is to enhance the work enthusiasm of young employees at L Electronics Technology Company and achieve common development for both the enterprise and its young employees. Meanwhile, it also provides other private enterprises with reference for youth employee incentive measures, contributing to the sustainable development of private enterprises in the digital and intellectual era.