【作者】 王群；

【导师】 刘耀中；

【作者基本信息】 暨南大学 ， 应用心理学， 2006， 硕士

【摘要】 本研究运用文献研究、结构访谈、问卷调查等方法，探讨了企业知识型员工激励因素的结构维度，职业生涯阶段的划分方法，企业知识型员工激励因素各维度在不同职业生涯阶段的有效性差异，各维度与人口统计变量间的关系。 研究结果具体如下： 第一，企业知识型员工激励因素结构包括：金钱财富、个体成长、工作自主、团队氛围、认可尊重共五个因子。 第二，企业知识型员工激励因素的各因子在不同职业生涯阶段的有效性存在显著性差异。 金钱财富对各职业生涯阶段知识型员工无显著差异，该因子在每个职业生涯阶段的得分都高于其他因子；个体成长对立业阶段和探索阶段的企业知识型员工激励作用显著；工作自主对维持阶段的企业知识型员工激励作用显著；团队氛围对维持和探索阶段的企业知识型员工具有显著的激励作用；认可尊重对消退和维持阶段的企业知识型员工激励作用显著。 探索阶段的企业知识型员工重视金钱财富、个体成长和团队氛围的激励：立业阶段的企业知识型员工重视金钱财富、个体成长的激励；维持阶段的企业知识型员工重视金钱财富、工作自主、团队氛围、认可尊重因素的激励；消退阶段的企业知识型员工重视金钱财富、认可尊重的激励因素。 第三，已婚的企业知识型员工比未婚者更加注重个体成长的激励因素；学历越高的企业知识型员工，越重视个体成长的激励因素；国企中的知识型员工更加重视金钱财富的激励，外企中的知识型员工更加在意个体成长的激励。更多还原

【Abstract】 The research was to examine the factor structure of knowledge workers’ motivation, its effect in different career stages. For the purpose, the date were collected by relevant references’ analysis, interviewing, and questionnaires.The conclusions were as follows:First, knowledge workers’ motivation are composed of five factors: Wealth, Growth, Independence, Team, and Respect.Second, knowledge workers’ motivation has different effect in different career stages. Wealth is the most important in every career stage, with no difference; Growth is the most effective in establishment and exploration stage; Independence is the most effective in maintenance stage; Team is the most effective in maintenance and exploration stage ; Respect is the most effective in disengagement and maintenance stage.Third, growth motivation is more effective for the married; The higher education, the more effective of growth motivation; Wealth is more effective for the knowledge workers in state-owned enterprise; Growth motivation is more effective for the knowledge workers in overseas enterprise.更多还原