我国民营企业知识型员工的激励研究.docx

我国民营企业知识型员工的激励研究.docx

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我国民营企业知识型员工的激励研究

我国民营企业知识型员工的激励研究

张莎

声清大李

二00七年六月广冠穿大学闷眨创七学位论文我国民营企业知唯只型员工的激励减坪究

分类号

UDC

硕士学位论文

我国民营企业知识型员工的激励研究

张莎

学科专业

指导教师

论文答辩日期学位授予日期

答辩委员会主席

论文评阅人广卫穿大学周眨士学位论文我国民营企业知i只裂员工的激励币开究

广西大学学位论文原创性声明和使用授权说明

原创性声明

本人声明:

所呈交的学位论文是在导师指导下完成的，研究工作所取得的成果和相

关知识产权属广西大学所有，本人保证不以其它单位为第一署名单位发表或使用本论文

的研究内容。

除已注明部分外，论文中不包含其他人已经发表过的研究成果，也不包含

本人为获得其它学位而使用过的内容。

对本文的研究工作提供过重要帮助的个人和集

体，均已在论文中明确说明并致谢。

）反粼扮论文作者签名:

勺犷理尹介石月川日

学位论文使用授权说明

本人完全了解广西大学关于收集、保存、使用学位论文的规定，即:

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论文作者签一很爹导师/婀妙介6一

》J~冠穿大学不页d匕学位论文我国民营司卜月匕知识裂员口二的激励减开究

我国民营企业知识型员工的激励研究

摘要

知识经济时代，知识型员工成为企业激励的主要对象之一。

伴随我国

民营企业的发展，知识型员工激励不足的问题逐渐凸显。

在这种背景下，

本文选择对民营企业知识型员工的激励问题进行研究。

本文通过对民营企业知识型员工需求特征、激励现状的研究分析，以

激励理论和激励原则为指导，借鉴学者们对知识型员工激励因素的研究成

果，提出了针对民营企业知识型员工激励的方案。

激励方案包括内在激励

和外在激励两个方面，内在激励是指从满足精神需要的方面激励知识型员

工，外在激励是指从满足生存需要、安全需要的方面激励知识型员工。

本

文对民营企业知识型员工的激励因素进行整合后进一步指出，民营企业应

该通过关注个人成长与发展、实施工作激励、实施授权和参与管理等内在

激励措施和通过构建企业远景、加强企业文化建设、规范企业内部管理、

改善工作环境、完善薪酬体系等外在激励措施来有效地激励知识型员工。

关键词:

民营企业知识型员工激励广冠穿大学不页士学位论文我国民营企业知识裂员工.的激励研究

ARESEARCHONMOTIVATIONOFKNO丫VLEDGE

EM…PLOYEEINCHINESEPRIVATEENTERPRISES

ABSTRACT

Inthe玩owledgeeconomytime，KnowledgeEmPloyeebecomesoneofthe

mainobjectswhichtheenterprisesinsPire.WiththedeveloPmentofChinese

Privateenterprises，theProblemofinsufficientmotivationtoKnowledge

EmPloyee15graduallyobvious，therefore，thisarticleehoosesthequestionofthe

motivationofKnowledgeEmPloyeetoeonducttheresearch.

ByresearehingonthedemandcharacteristicsoftheKnowledgeEmPloyee

andthePresentsituationofthemotivationto肠owledgeEmPloyeeinPrivate

enterprises，beingguidedbymotivationtheories，Profitingfromtheresearch

resultsofthescholars，theauthorProPosedthemotivationProjectofthe

KnowledgeEmPloyeeinPrivateenterprises.ThemotivationProjeeteontainsthe

intrlnsiemotivationandtheeXtemalmotivation.Theintrlnsiemotivation

insPiresthe知owledgeemPloyeebysatisfyingthesPiri加alneed.Theexternal

motivationinsPiresthe知owledgeemPloyeebysatisfyingthesurvivalneedand

safetyneed.BasedonintegratingthemotivationfactorstoKnowledge

EmPloyeeinPrivateenterprises，thearticlePointedoutfurther，thePrivate

enterpriseshouldinsPiretheKllowledgeEmPloyeewiththeintrinsicmotivation

factorsofPayingattentiontoindividualgrov沈handthedeveloPment，job

motivation，theauthorizationandtheParticiPationand50onandwiththe

extemalmotivationfaetorsofeonstrUctingenterpriseseenerytogether，

strengtheningtheconstructionofenterprisecul初e，standardizingenterprise

intemalmanagement，imProvingworkconditions，Perfeetingsalaryand50on.

KEYWORDS:

Privateente印rise:

KnowledgeEmployee:

motivation

拯广西大学周面d分学七立论文我国民营企习匕知唯只裂员匀二的激励庵开究

目录

第一章导论·································································································……1

1.1选题背景及意义······························……，’’······················································································……1

1.2研究文献综述··········································································.·······...............................................……1

1.2.1激励理论相关研究······················································........................................................……2

1.2.2员工激励因素的相关研究··········································································...·...···.···········……4

1.2.3知识型员工激励研究·····················································································、·····················……7

1.2.4民营企业知识型员工激励研究·····················································································……10

1.3研究方法··········································································································································……n

1.4论文创新点···································································································.................................……H

1.5研究路线············，···············································4············································································……n

第二章民营企业知识型员工概述···························································……13

2.1民营企业知识型员工的定义··，，···，·······，···，·，·············································································……13

2.1.1民营企业的概念·············································································.··.········.........................……13

2.1.2知识型员工的定义··············································································································……13

2.1.3民营企业知识型员工的定义··································································，························……14

2.2民营企业知识型员工的特征···········，···································....·...............................................……14

2.2.1知识型员工的特征··············································································································……14

2.2.2民营企业知识型员工的需求特征·················································································……16

第三章民营企业知识型员工激励现状及成因分析·······························……19

3.1民营企业知识型员工的激励现状·························································································……19

3.1.1薪酬制度不科学··················································································································……19

3.1.2激励形式单一·············································································..··········..............................……22

3.1.3任人唯亲现象严重············································································································……23

3.1.4个人成长与发展不被重视······························································································……24

3.1.5人力资源管理制度不规范······························································································……24

3.1.6企业文化建设落后············································································································……25

3.2成因分析·········································································································································……25

3.2.1受历史、社会因素的影响·······························································································……26

3.2.2对企业文化缺乏认识···············-···························，·····························································……26

3.2.3对知识型员工缺乏了解·························，·······································································……27

3.2.4现代管理方法、制度滞后·····························································································……27

第四章民营企业知识型员工激励方案设计···········································……29

\、4.1激励方案设计的原则...............·············..·································，··················································……29

了广西.大学周眨d匕学位士仑文我国民营司汾习匕知识裂员工的激励笼开究

4.1.1针对性原则······································································································.....................……29

4.1.2体现知识价值的原则····················································································，···················……29

4.1.3短期激励和长期激励相结合的原则···········································································……30

4.1.4物质激励和精神激励相结合的原则···········································································……30

4.1.5公平原则··························································································.·····················...............……30

4.2激励方案的内容设计····································································..............................................……31

4.2.1内在激励·························································4····························..·..·.···············...................……32

4.2.2外在激励·······················································································..........................................……37

结束语·······································································································……46

参考文献·································································································……47

致谢·············································································································……50

攻读硕士期间发表的学术论文目录···························································……51

乡广西大学硕士学位论文我国民营企从匕知气氏裂员口二的激励研究

第一章导论

1.1选题背景及意义

在知识经济时代，创造性的、富于变化的、不可预测的知识性工作成为主要的工作

形式，知识管理成为企业核心竞争的关键，企业的生存和发展将取决于知识的拥有、创

造和利用。

因此，企业的知识资本所有者—知识型员工就成为各类企业管理激励的主

要对象。

自改革开放以来，我国民营企业经过二十多年的发展，已取得举世瞩目的成绩，在

国民经济中的地位和重要性越来越高。

但是由于某些原因，部分民营企业在完成原始积

累，进入二次创业、欲实现更大飞跃的时候，往往陷入困境，其中，人力资源的制约问

题最为突出。

如在调查当前民营企业发展过程中遇到的主要障碍时，66.80k的民营企业

经营者选择了“人才短缺”。

〔，〕这些民营企业在经历了艰难的一次创业之后，逐渐意识

到了在由人力资源和物力资源组成的各种资源要素中，人才具有不可低估的作用，民营

企业兴衰成败的决定性因素是人的因素。

因此，如何选人、用人、留人，如何构建一个

合理的民营企业的人才激励机制，充分调动员工的积极性和创造性，尤其是调动知识型

员工的积极性和创造性，是民营企业能否持续发展的关键问题之一。

近年来，国内学者关于激励问题的研究很多，但基本上多数是围绕企业委托代理机

制或就企业一般员工的激励进行研究。

随着知识经济的到来，虽然对知识型员工的研究

成为热门，但对知识型员工激励问题的研究大多数还比较分散，没有形成系统的专题研

究，而且研究一般都局限在知识型员工一般管理层面上。

所以本文选择对民营企业的知

识型员工激励问题进行专题研究，试图寻求一套有针对性地适合我国民营企业知识型员

工的激励方案。

希望本研究能对我国民营企业知识型员工激励的实践活动具有一定的指

导意义。

[l]2005年8月至10月，中国民主建国会中央委员会企业委员会与中国企业家调查系统共同组织实施的“2005·中国

民营企业经营者问卷跟踪调查”。

广1穿大学周眨d匕学位论文我国民营企习匕知很只裂员口二的激励笼开究

1.2研究文献综述

2.1激励理论相关研究

1、管理学激励理论概述

激励问题作为企业管理的基本问题，自20世纪初就一直是管理学界研究的主题。

这

一研究大体经历了三个阶段:

（l）从单一的“经济人”刺激到满足多种需求。

最初，亚当·斯密的“X理论”认

为人是自私自利的，激励只能靠金钱刺激和经济惩罚，这种“X理论”的激励思想，在

泰罗的管理思想中也有明显的反映。

但后来人们注意到，把人仅看成“经济人”而无视

人的社会性，会给激励效果带来局限。

梅奥通过“霍桑实验”，提出了“人际关系理论”，

在此理论的影响下，管理学界开始了从“考虑工作”的时代转向“考虑人”的时代。

于

是，在1943年，出现了马斯洛的“需要层次理论”，即人的需要有五个层次，由低到高

依次为生理需要、安全需要、社会需要、尊重需要和自我实现需要。

（2）从激励条件泛化到激励因素逐步明晰。

以马斯洛的需要层次论为基础，西方

确立了这样一种激励模式:

需要一一目标一一动机一一行为一一绩效一一奖酬一一满

足一一积极性。

人被看成是具有多种需要并不断追求自我实现的行为主体，组织应该创

造条件发挥人的潜能，使人体验成功的满足。

麦格雷戈提出的“Y理论”，在20世纪40、

50年代成为管理学界的共识。

但是实践发现，人并非只要满足需要就可以激发积极性，

激励条件不能泛化。

因此，到20世纪50年代末期，管理学激励理论在激励因素方面的认

识开始逐步深化，出现了赫茨伯格的“双因素理论”。

“双因素理论”让人们明白不是

满足任何需要都能调动积极性，只有满足工作范围内的需要才能达到激励效果。

60年代，

麦克利兰的“成就动机理论”，把人愿意努力工作的动因又归结为“强烈的成功需要”，

由此人们对激励的认识逐渐清晰。

（3）从侧重激励内容的研究到对激励过程的探索。

无论是马斯洛还是赫茨伯格，

都围绕着“需要”进行研究，但管理实践中还存在着一个“需要”如何实现的环境问题。

人们在百年来的研究中发现，激励过程中的因素很复杂，仅仅是激励的出发点正确并不

一定会取得激励的良好效果。

于是，从2