【作者】 刘俊；

【导师】 卿涛；

【作者基本信息】 西南财经大学 ， 工商管理， 2010， 硕士

【摘要】 在知识经济时代,最重要的战略资源就是信息、知识和人的创造性。知识员工成为深刻影响组织竞争力的非常重要的因素。这些掌握并应用知识的员工,其特征与需求与一般的员工有所不同,他们追求工作本身的意义,追求工作自主性、挑战性,追求自我实现和个人成长；而他们从事的工作主要是脑力劳动,这一特点使得他们的工作过程难以监督、绩效难以评估。因此,为适应知识经济时代的激烈竞争,组织必须针对知识员工的特征,调查并改善知识员工的工作生活质量(Quality of Work Life,简称QWL),为员工提供更好的工作平台,以增强员工的工作满意度,提高员工个人和组织的绩效。然而,国内不少单位不关注员工的QWL,使员工出现职业倦怠、绩效低下等问题,从而导致了组织整体的产出率低下,市场竞争力不足。作为知识型企业组织和传统事业单位特征共存的SCJ设计院,知识型员工的数量在组织内部占了大多数,他们的QWL现状直接影响了他们的工作状态。SCJ设计院经过两年的改革,各项管理制度都有了很大的改善,但是在人力资源管理上依然存在一些困惑。SCJ设计院目前面临的当务之急就是人才的吸引、保持和有效激励,这也是本文的研究目的和意义之所在。本文首先阐述了研究的背景、目的和意义；其次在参阅了国内外相关文献的基础上,梳理了QWL的内涵、知识型员工的特征,对知识型员工QWL进行了概述；然后对SCJ设计院知识员工QWL现状进行了调查分析,对SCJ设计院内部存在的问题进行探讨和剖析；最后,结合具体的问题,提出了改进的建议,试图通过改善知识员工的QWL,来改善SCJ设计院人力资源现状,以保证SCJ设计院战略目标的实现。更多还原

【Abstract】 In the era of knowledge economy, the most important strategic resources are information, knowledge and human creativity. Knowledge workers have become a very important factor that deeply influences the competitive advantage of the organization. The characteristics and needs of such workers who own and use knowledge are different from those of the common workers. They seek the meaning of their jobs. They want autonomy and challenge of their work. And they pursue self-realization and personal growth. The characteristic that their mainly work is mental work makes it hard to supervise their work process and hard to evaluate their performance. So in order to adapt the fierce competition of the era of knowledge economy, organizations must invest the actuality of the QWL of the knowledge workers and improve it so as to provide a better platform in the interest of a better quality of the human resource of the organizations.. However, lots of domestic institutions are still using the traditional methods of personnel management which cause some new problems in the area of HR management such as staff-burnout, poor performance and lack of talent pool, etc. And thus incur the low productivity and competitiveness of the whole organization.Research institute is a typical representation that holds the characteristics of a knowledge-intense organization and those of the traditional institutions together, in which a majority of employees whose actuality of the QWL direct impact on the performance of their work can be characterized as knowledge-type. After two years of reformation, the management system of Design Institute of SCJ has improved greatly. But there are still some problems on HR management. How to retain the existing talents and attract more ones and increase their productivity has become an important issue of the design institute today. This also is the purpose and significance of this study.In this paper, I first deal with the background, purpose and significance of the study. Then based on the research of the literature of theory at home and abroad, I put forward the definition of the QWL and the characteristics of the knowledge workers as well as a summarization of the research of QWL of knowledge workers and its structural dimensions. Then based on the theoretical model and the research of the actuality of the QWL of knowledge workers of the design institute, I lay out and analyze the existing problems. At last, I offer some proposals upon the particular problems in order to improve the HR management through improving the QWL of the knowledge workers, so that the HR of the Design Institute of SCJ can ensure the realization of their strategic objectives.更多还原