【摘要】：知識(shí)就是力量。當(dāng)今企業(yè)中最寶貴的資產(chǎn)就是掌握知識(shí)的員工。由于知識(shí)型員公具有較強(qiáng)的獨(dú)立性,較高的創(chuàng)新精神,更樂于接受挑戰(zhàn),且更富于追求自身價(jià)值的實(shí)現(xiàn)這些特點(diǎn),因此,知識(shí)型員工的動(dòng)力并不止于簡單的薪酬,更多地來自工作的內(nèi)在報(bào)酬。 知識(shí)型員工除了高科技企業(yè)的研發(fā)人員,還包括會(huì)計(jì)師、律師、咨詢師等等,而對(duì)這些知識(shí)型員工的激勵(lì)因素和激勵(lì)體系的研究目前鮮有。由于律師事務(wù)所在我國起步較晚,作為服務(wù)型行業(yè),又脫胎于國家機(jī)關(guān),在管理上普遍存在觀念落后、延用政府機(jī)關(guān)管理模式等問題,存在人才流失的問題,因此建立有效的激勵(lì)制度和科學(xué)的人力資源管理是十分重要而具有現(xiàn)實(shí)意義的。 本文從對(duì)知識(shí)員工的范圍及特點(diǎn)分析入手,通過對(duì)一般激勵(lì)理論和對(duì)知識(shí)員工激勵(lì)理論的對(duì)比研究,總結(jié)出適合我國律師事務(wù)所知識(shí)員工激勵(lì)理論基礎(chǔ)。除了對(duì)相關(guān)激勵(lì)理論及知識(shí)型員工的激勵(lì)因素進(jìn)行文獻(xiàn)綜述和梳理,同時(shí)采用實(shí)證分析的方法,該文重點(diǎn)對(duì)從律師事務(wù)所知識(shí)型員工激勵(lì)需求因素進(jìn)行實(shí)證研究。 根據(jù)前述總結(jié)的理論體系設(shè)計(jì)適合我國律師事務(wù)所知識(shí)員工需求因素的調(diào)查問卷,選取A律師事務(wù)所的知識(shí)員工進(jìn)行調(diào)查研究,該實(shí)證研究綜合了A律師事務(wù)所本身根治于國內(nèi)民商經(jīng)濟(jì)法,但正努力拓展海事、涉外、國際化業(yè)務(wù)的單位內(nèi)部環(huán)境特點(diǎn),從工齡、年齡、性別、崗位等多個(gè)維度對(duì)A律師事務(wù)所知識(shí)型員工進(jìn)行激勵(lì)需求調(diào)查分析。并據(jù)此提出一套適合律師事務(wù)所知識(shí)型員工的激勵(lì)模型。主要包括：通過建立量化的績效考核體系、調(diào)整福利結(jié)構(gòu)來完善薪酬激勵(lì)機(jī)制；通過賦予更靈活工作時(shí)間,采取彈性工作制來提高員工的自我管理技能；通過內(nèi)滋激勵(lì)法滿足律師事務(wù)所知識(shí)型員工個(gè)人成長和事業(yè)成就的需要；通過創(chuàng)造具有特色的企業(yè)文化保證律師事務(wù)所持續(xù)、健康地發(fā)展；通過培養(yǎng)高效的管理層來提高管理水平。 本文主要有五章：第一章是緒論部分,主要包括選題的背景和意義、研究的內(nèi)容和方法、預(yù)期的創(chuàng)新點(diǎn)等；第二章是相關(guān)理論綜述,主要對(duì)相關(guān)的激勵(lì)理論和國內(nèi)外的研究現(xiàn)狀進(jìn)行文獻(xiàn)研究；第三章是對(duì)A律師事務(wù)所的現(xiàn)狀調(diào)查和數(shù)據(jù)統(tǒng)計(jì)分析；第四章是針對(duì)A律師事務(wù)所的特點(diǎn)提出的一個(gè)具體激勵(lì)體制；第五章是對(duì)全文的系統(tǒng)總結(jié)。
[Abstract]:Knowledge is power. The most valuable asset in an enterprise today is a knowledgeable employee. Because of their strong independence, high innovative spirit, more willing to accept challenges, and more rich in the pursuit of their own value to achieve these characteristics, knowledge workers' motivation is not only simple salary, More from the inner rewards of work. Besides the R & D staff of high-tech enterprises, knowledge workers include accountants, lawyers, consultants and so on. However, there are few researches on the incentive factors and incentive system of these knowledge workers. Since the law firms started late in our country, as a service-oriented industry, they were born out of the state organs, and there are many problems in the management of the law firms, such as the backward concept of management, the extension of the management mode of government organs, and the problem of brain drain. Therefore, the establishment of effective incentive system and scientific human resource management is very important and practical significance. This paper begins with the analysis of the scope and characteristics of the knowledge staff, and through the comparative study of the general incentive theory and the knowledge employee incentive theory, summarizes the theoretical basis of the knowledge staff incentive theory suitable for the law firms in our country. In addition to the relevant incentive theory and motivation factors of knowledge workers literature review and combing, at the same time, using the method of empirical analysis, this paper focuses on the empirical study of motivation demand factors of knowledge workers from law firms. According to the theoretical system summarized above, we designed a questionnaire that is suitable for the demand factors of knowledge workers in law firms in our country, and selected the knowledge staff of law firm A to investigate and study. The empirical study synthesizes the internal environmental characteristics of the unit of maritime, foreign and international business, from the length of service, the age, the gender, the internal environmental characteristics of the unit, which integrates the A law firm itself and the domestic civil and commercial economic law, but it is trying to expand the internal environmental characteristics of the maritime, foreign and international business units. Position and other dimensions to A law firm knowledge staff motivation needs investigation and analysis. Based on this, a set of incentive model suitable for knowledge workers in law firms is put forward. It mainly includes: perfecting the salary incentive mechanism by establishing the quantitative performance appraisal system, adjusting the welfare structure, improving the self-management skills of the staff by giving more flexible working hours and adopting the flexible work system; To meet the needs of individual growth and career achievement of knowledge workers in law firms, to ensure the sustained and healthy development of law firms by creating a unique corporate culture; Improve management by fostering efficient management. There are five chapters in this paper: the first chapter is the introduction, including the background and significance of the topic, the content and method of the research, the expected innovation, etc. The third chapter is the investigation of the current situation of A law firm and the statistical analysis of the data, the fourth chapter is a specific incentive system according to the characteristics of A law firm. The fifth chapter is a systematic summary of the full text.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：D926.5

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本文編號(hào)：2286787