高技术企业研发人员的激励模型研究——基于自主创新的演进视角  

Incentive Models of High-tech Enterprises for Research Staff——With Emphasis on the Deepening of Independent Innovation

作　　者：朱萍[1] 

机构地区：[1]南京师范大学商学院,江苏南京210046

出　　处：《江苏商论》2012年第8期123-126,共4页Jiangsu Commercial Forum

基　　金：教育部人文社科青年基金项目"高技术企业原始创新能力的内生培育机制研究"(批准号:10YJC630116);江苏省高校哲学社会科学基金资助项目"金融危机下江苏外销型企业的创新机制与对策研究"(批准号09SJB630041)

摘　　要：研发人员是高技术企业重要的人力资本,如何激励他们发挥最大的价值是高技术企业保持领先的重要因素。本文基于自主创新的演进视角,分析了研发人员的创新价值和不同阶段研发人员个体价值需求和高技术企业创新目标之间的冲突,针对在学习模仿阶段、模仿创新阶段、自主创新实现阶段可能产生的创新"瓶颈",提出了"学习型激励"、"成长型激励"和"分享型激励"三种主导的激励机制。No wonder that research staff is an important human capital of high-tech firms. Specifically speak- ing, whether a high-tech company can encourage its research personnel to produce their greatest values decides whether it is able to be a pioneer in the same business. Based on the urge to push independent innovation for- ward, this paper makes an analysis on the contrasts among personnel＇s values in creativity, individuals＇ desires to prove their own values in different periods and the corporate goals. There are mainly three kinds of incentive models respectively for three different stages： in the stage of learning and modeling, research staff are needed to be prompted to learn more things; in specially suitable for the crew; in the driven to behold sharing with others. the phase of modeling and creating something section of performing innovation independently, new, growth incentives are staff are more likely to be

关 键 词：自主创新演进 高技术企业 研发人员 激励模型 

分 类 号：F276.44[经济管理—企业管理]