知识型员工非货币性薪酬激励研究

【作者】 李翔；

【导师】 黄顺春；

【作者基本信息】 江西理工大学 ， 企业管理， 2009， 硕士

【摘要】 知识经济时代的来临促成知识变为现代企业经营的第一要素,企业的生存和发展将更多的取决于知识的拥有、创造和利用。彼得·德鲁克认为:“知识己经成为关键的经济资源,而且是竞争优势的主导来源,甚至可能是唯一的来源”。相应地企业知识资本的所有者——知识型员工也就成为了企业资源的核心部分,构成企业创造价值的最重要的驱动力量。现代企业将拥有越来越多的知识型员工,也越来越依赖于知识型员工,因此如何调动作为知识载体的知识型员工的积极性,更好地发挥其主观能动性,挖掘员工的潜能,提高企业知识资源使用效率,使其为企业的发展做出更大的贡献就成为当前我国企业管理者所面临的迫切问题。学术界和企业界对知识型员工的激励问题已经有较多研究,然而对如何采用知识型员工高度在意的非货币性薪酬激励知识型员工却缺乏全面系统的研究成果,本文在梳理检讨现有文献的基础上,综合了经济学、管理学、社会学、行为科学等多科知识,采用了文献资料分析法、比较研究分析法、归纳分析法、多学科交叉研究法、问卷调查法、案例分析法等方法,尝试对知识型员工的非货币性薪酬激励进行较全面系统的研究。论文包括六个部分,首先对论文的写作背景及研究思路作了交待,然后对知识型员工激励研究文献进行了梳理检讨,接着分析了知识型员工的需要特点,以及阐述了非货币性薪酬基本理论探析,进而探讨了采用非货币性薪酬激励知识型员工的内容、原则和功能,再后通过致远企业管理顾问(昆山)有限公司非货币性薪酬管理的案例来帮助我们对所提出的理论进行充分理解,最后为本文结论。本文的基本观点是:知识经济时代越来越多物质上更加富有、价值观更多元的知识型员工成为了企业的重要资源,对他们的激励仅仅停留在货币性薪酬激励有很大的不足,企业应该高度重视非货币性薪酬对知识型员工的激励,根据知识型员工的需要特点,把握非货币性薪酬的激励规律,有针对性地通过非货币性薪酬提高企业知识资源的使用效率,最终推动企业在知识经济时代有更强的竞争力。更多还原

【Abstract】 The era of knowledge economy approaches, it has facilitates knowledge to become a primary element of modem enterprises’operation, in that the enterprises’survival and development will be more depend on the possession creation and utility of knowledge. Peter Drucker viewed knowledge as the critical economical resource and a main or even the only resource of competitive advantages. Accordingly, the knowledge-based employees, the owners of enterprises’knowledge capital, have become the core of human resources and at the same time act as the most important driving of create value of the enterprises. The modern enterprise will have more and more knowledge-based employees, also more and more relies on knowledge-based employees. Therefore, how to motivate the knowledge employees to make greater contribution to the development of enterprises by arousing their enthusiasm,bringing their subjective initiative in to play ,developing their potential and improving the utility effectiveness of enterprise knowledge resources , Causes it to makes a bigger contribution for enterprise’s development to become the current our country enterprise to manage the urgent question which the principle faces.The academic circle and the business community already had many study about the motivation question of knowledge-based employees. However how to use the non-monetary remuneration which the knowledge-based employees cares highly to motivate that the knowledge-based employees actually lacks the comprehensive systematic research results. This paper combs and examines in the foundation of existing literature, synthesizes the economic, the management science, the sociology, the behavioral science and so on multi-branch knowledge, uses literature material analytic method, compared with research analytic method, induction analytic method, multi-disciplinary overlapping methodology, questionnaire survey method, case analytic method and so on methods, we attempt to conduct comprehensive systematic research of knowledge-based employees’non-monetary remuneration.This paper including six parts, the first part has confessed the paper writing background and the research mentality. Then the second part has combed and examined a knowledge-based employee incentive literature review. And the third part has analyzed the knowledge-based employees’ characteristic of needs, as well as has elaborated the non-monetary remuneration elementary theory analysis. The fourth part has discussed content, principle and function which used the non-monetary remuneration to motivate knowledge-based employees. The fifth part has validated the theory by importing a case. The last part is conclusion.In the era of knowledge economy, more and more knowledge-based employees whose materials are richer, values are multi-Yuan become enterprise’s capital stock. Their motivation merely has stayed at the monetary remuneration that has very big insufficiency. The enterprises should pay seriously attention to the knowledge-based employees’non-monetary remuneration. According to the knowledge-based employees’characteristic of needs, grasps the motivation rule of non-monetary remuneration, enhances target-oriented the enterprise’knowledge resources use efficiency to through non-monetary remuneration. In the era of knowledge economy, the enterprises impel a stronger competitive power finally.更多还原