【作者】 古胜鹏；

【导师】 陈万明；

【作者基本信息】 南京航空航天大学 ， 企业管理， 2009， 硕士

【摘要】 知识型员工是指在企业中具备较强的学习知识和创新知识的能力,能充分利用现代科学技术知识提高工作效率的员工,他们是企业获得核心竞争力的关键因素。但是,目前我国企业对知识型员工的激励机制还不够完善,使得对知识型员工的激励缺乏成效,这严重影响了企业的生产经营和进一步的发展。本文的研究主要建立在激励理论和人力资本产权理论等相关理论的基础上,运用相关统计方法对问卷调查结果进行分析。首先,通过运用因素分析方法对20项激励因素进行分类,将激励因素分为发展需要、报酬需要、工作环境需要和社交需要四类;其次,运用相关分析方法分析激励因素与被激励程度之间的相关程度;再次,运用回归分析方法建立激励因素与被激励程度之间的回归方程,找出影响激励程度的最重要的几项激励因素;最后,运用描述性统计方法对现阶段企业激励知识型员工的主要措施进行分析。研究结果显示,企业所采取的激励措施和知识型员工的实际需要之间存在一定的偏差,企业并没有满足知识型员工的需要,因此对他们的激励缺乏成效。因此,本文认为要对知识型员工进行有效激励,就必须从知识型员工的需要特征出发,首先通过设计具有挑战性的工作、建立自我管理工作团队和提供多渠道的事业发展机会等措施对知识型员工的发展需要进行激励;其次通过健全薪酬体系设计和确保报酬公平等措施对知识型员工的报酬需要进行激励;再次,通过构建学习型组织和和构建知识型员工终身学习制度等措施对知识型员工的工作环境需要进行激励;最后,通过塑造具有良好人际关系特点的企业文化和推行团队合作的工作方式等措施对知识型员工的社交需要进行激励,以提高知识型员工工作的积极性、主动性和创新精神,实现知识型员工与企业的共同发展。更多还原

【Abstract】 Knowledge worker means the one who has good capability of studying and creating knowledge and take full advantage of modern knowledge of science and technology to raise working efficiency in the enterprise. They are the key factor of the enterprise achieving core competency. But now the motivation mechanism of the knowledge worker is not perfect in our country. This problem resulted in that the motivation was lack of effect. This situation severely affected the enterprises’production and the enterprises’operation and further development.This research is based on the theories of motivation and property rights of human capital and combines the results of the questionnaire survey. Through the factor analysis approach, this study divides the 20 motivational factors into four kinds. They are development demand, reward demand, work environment demand and sociality demand. Then it used correlation method to analyze the degree of correlation between the motivational factor and the motivational degree. After that it used regression analysis to set up regression equation between the factor and the degree, finding several factors which are quite important to the motivational degree. Then making use of the descriptive statistics, the study analyzed the main motivational measures which were taken by the enterprise. The results of the research displayed that there are some deviation between the measures which were taken by the enterprise and the actual demand of the knowledge worker. And the enterprise didn’t satisfy the demand of the knowledge worker, so their motivation was lack of effect.Therefore, the author thinks that we should according to the demand characteristic of the knowledge worker to give them some effective motivation. Firstly, designing the work which has challenging, flexible schedule and establishing work team of self-management to motivate the factor of the job demand. Secondly, sounding the compensation system and ensuring equitable compensation. Thirdly, we can construct learning organization and life-long learning institution to motivate the factor of the work environment demand. At last, forming good personal relationship and practicing the teamwork pattern to motivate the factor of sociality demand. These solutions will increase the enthusiasm, initiative and creativity of the knowledge worker and can realize the common development of the knowledge worker and the enterprise.更多还原