【摘要】：當(dāng)今人們越來越關(guān)注企業(yè)技術(shù)創(chuàng)新的問題。要想實現(xiàn)企業(yè)生產(chǎn)率的增長和經(jīng)濟(jì)的發(fā)展,在競爭中保持優(yōu)勢地位,必須通過技術(shù)創(chuàng)新來達(dá)到。而創(chuàng)新的主體是企業(yè)的知識型員工,知識經(jīng)濟(jì)與科技時代的到來,使知識性的工作成為當(dāng)今時代主要工作形式之一。知識員工作為知識創(chuàng)造、利用、增值的主體,已經(jīng)日益成為企業(yè)競爭的關(guān)鍵因素。激勵是企業(yè)管理員工的重要手段之一,大多數(shù)企業(yè)在管理員工過程中,更多的關(guān)注于物質(zhì)方面的激勵措施,而在精神與情感方面的激勵卻很少,這在當(dāng)今以精神生活為主的社會中,勢必會削減員工工作的積極性。由于非物質(zhì)激勵對知識型員工有著巨大作用,因此本文嘗試著利用不同的非物質(zhì)激勵,探討其對創(chuàng)新績效的影響。大數(shù)據(jù)時代與知識經(jīng)濟(jì)的到來,勢必會將創(chuàng)造性員工推向更高的地位,隨之而變化的是他們的需求,因此,企業(yè)管理者要關(guān)注他們需求的變化,采取措施滿足他們,為創(chuàng)新活動儲備人力資本。本文以激勵理論、心理契約等理論為基礎(chǔ),根據(jù)知識型員工的特點,以環(huán)境、精神與自我成長三方面來研究非物質(zhì)激勵對創(chuàng)新績效的影響。論文將互聯(lián)網(wǎng)與軟件開發(fā)等人才集聚的行業(yè)作為研究樣本,選取遼寧省內(nèi)的東軟集團(tuán)、東軟睿道教育有限公司等企業(yè)的技術(shù)人員、研發(fā)人員為調(diào)查對象,分析環(huán)境激勵、精神激勵與自我成長激勵對知識型員工創(chuàng)新績效的影響。論文運用文獻(xiàn)分析與實證分析為研究方法,共分為以下三部分。首先根據(jù)理論與學(xué)者的研究,設(shè)計初步問卷。然后選擇企業(yè)的專家進(jìn)行訪談,對問卷進(jìn)行修正,形成最終的問卷。其次,對收回的問卷進(jìn)行統(tǒng)計分析。最后通過相關(guān)與回歸分析,驗證了環(huán)境激勵,精神激勵與自我成長激勵對創(chuàng)新績效的作用,同時得出辦公環(huán)境,情感上的溝通與關(guān)心,組織對員工的關(guān)懷,工作上的成就感,培訓(xùn)學(xué)習(xí)的機(jī)會和參與決策對創(chuàng)新績效具有顯著作用,得出企業(yè)文化,組織信任與榮譽對創(chuàng)新績效的影響不明顯,并對其進(jìn)行解釋與分析。通過分析的結(jié)果,探討出對知識型員工具有顯著作用的非物質(zhì)激勵因素,并對企業(yè)在管理員工方面提出合理化的建議。
[Abstract]:Nowadays, people pay more and more attention to the problem of technological innovation in enterprises. In order to achieve the growth of enterprise productivity and the development of economy, it must be achieved through technological innovation to maintain the dominant position in the competition. The main body of innovation is the knowledge workers of enterprises. The arrival of knowledge economy and science and technology times make the knowledge work become one of the main forms of work in the present age. As the main body of knowledge creation, utilization and appreciation, knowledge employees have increasingly become the key factor of enterprise competition. Motivation is one of the most important means to manage employees. Most enterprises pay more attention to the material incentives in the process of managing employees, but few in the spiritual and emotional aspects. This, in today's spiritual life-oriented society, is bound to reduce the enthusiasm of employees to work. Because non-material motivation plays a great role in knowledge workers, this paper tries to use different non-material incentives to explore its impact on innovation performance. The era of big data and the arrival of knowledge economy will certainly push the creative employees to a higher status, with which their needs will change. Therefore, enterprise managers should pay attention to the changes in their needs and take measures to meet them. Reserve human capital for innovative activities. Based on the theory of motivation and psychological contract, this paper studies the influence of non-material incentive on innovation performance from three aspects: environment, spirit and self-growth according to the characteristics of knowledge workers. This paper takes the industry with talents such as Internet and software development as the research sample, selects the technical personnel of the Neusoft Group, the Neusoft Road Education Co., Ltd and the R & D personnel as the investigation object, analyzes the environment incentive, and so on. The influence of spiritual motivation and self-growth incentive on the innovative performance of Knowledge-based employees. The paper uses literature analysis and empirical analysis as the research method, divided into the following three parts. First of all, a preliminary questionnaire is designed according to the theory and scholars' research. Then select the enterprise experts to interview, the questionnaire is revised to form the final questionnaire. Secondly, the collected questionnaire is statistically analyzed. Finally, through the correlation and regression analysis, it verifies the effect of environmental motivation, spiritual motivation and self-growth incentive on innovation performance. At the same time, it concludes the office environment, emotional communication and concern, organizational care for employees, job achievement. The opportunity of training learning and participation in decision-making play a significant role in innovation performance. It is concluded that corporate culture, organizational trust and honor have no obvious impact on innovation performance, and explain and analyze it. Based on the results of the analysis, this paper discusses the non-material incentive factors which play a significant role in the knowledge workers, and puts forward some reasonable suggestions on the management of the employees in the enterprises.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 孫銳;趙晨;;高新技術(shù)企業(yè)組織情緒能力、組織學(xué)習(xí)與創(chuàng)新績效[J];科研管理;2017年02期

2 徐露允;曾德明;李健;;知識網(wǎng)絡(luò)中心勢、知識多元化對企業(yè)二元式創(chuàng)新績效的影響[J];管理學(xué)報;2017年02期

3 任洪源;劉剛;羅永泰;;知識資源、研發(fā)投入與企業(yè)跨境創(chuàng)新績效關(guān)系研究——基于面板數(shù)據(jù)門限回歸的實證分析[J];管理評論;2017年01期

4 白貴玉;羅潤東;;知識型員工福利激勵與創(chuàng)新績效關(guān)系研究[J];山東社會科學(xué);2016年05期

5 白貴玉;徐向藝;徐鵬;;知識型員工非物質(zhì)激勵與創(chuàng)新績效的關(guān)系[J];經(jīng)濟(jì)與管理研究;2016年05期

6 趙凱卉;孔俊偉;谷志有;;企業(yè)知識型員工的非物質(zhì)激勵方式[J];企業(yè)改革與管理;2014年21期

7 李鴻雁;吳小節(jié);;基于SET理論的知識型員工敬業(yè)度、工作能力與績效關(guān)系研究[J];科技管理研究;2014年07期

8 吳三清;王婧;;組織學(xué)習(xí)、創(chuàng)新氛圍和創(chuàng)新績效的關(guān)系研究[J];科技管理研究;2014年02期

9 劉梅芳;;企業(yè)文化在企業(yè)管理中的作用[J];生產(chǎn)力研究;2013年11期

10 徐光耀;王麗麗;;我國企業(yè)總體創(chuàng)新績效測度分析[J];管理現(xiàn)代化;2013年05期

相關(guān)博士學(xué)位論文 前1條

1 龍小兵;知識型企業(yè)員工非物質(zhì)激勵機(jī)制與創(chuàng)新績效研究[D];中南大學(xué);2012年

相關(guān)碩士學(xué)位論文 前1條

1 秦海軍;新生代知識型員工非物質(zhì)激勵因素研究[D];海南大學(xué);2013年

，

本文編號：2265977