转型时期知识型员工工作动机结构及适应性激励策略

Work Motivation Structure of Knowledge Workers in the Transition Period and Adaptive Incentive Strategies on Them

知识型员工的工作动机决定了个人和组织绩效,研究转型时期知识型员工工作动机结构具有重要性和迫切性。通过文献分析、非结构访谈和专家咨询法,构建知识型员工工作动机预测问卷,以其为基础实施描述性和探索性因子分析,形成工作动机八因子结构正式问卷再次施测,发现个体属性变量的不同水平对知识型员工工作动机总体影响的差异不显著,但未婚雇员与已婚雇员在社会称许、亲社会倾向和面子荣誉三个因子上呈现显著差异,工作五年以上员工获得成就动机明显高于工作五年以内员工,不同收入员工在物质酬报因子上差异显著。最后提出了建立多条薪酬激励跑道、设立三个双赢发展平台、强化正向非物质激励等适应性激励策略。

Knowledge workers’work motivation determines their personal and departmental performance.Therefore,it is important and urgent to study the structure of knowledge workers’work motivation in a transition period.This study uses literature analysis,unstructured interview and expert consultation to construct a pre-test questionnaire for knowledge workers’work motivation.Afterwards,this study conducts descriptive and exploratory factor analysis on it,and completes a formal questionnaire and starts testing it.This study has two major findings.First,different levels of individual attribute variables have no significant effect on the overall work motivation of knowledge workers,but unmarried and married employees have significant differences in such three factors as social approval,pro-social orientation and face honor.Second,employees with over five-year working experience have a higher motivation to make achievements than employees with less than five-year working experience,and employees with different amounts of incomes have significant difference in material rewards.This study proposes adaptive incentive strategies such as establishing multiple salary incentive runways,establishing three win-win development platforms,and strengthening positive non-material incentives.