如何激励多样化的知识员工?——基于一个分类框架和差异激励模型  

How To Motivate Diversified Knowledge Workers? Based on a Classification Framework and Differentiated Incentive Model

作　　者：李海[1] 朱金强[2] 张勉[3] 孙琦[1] 范思敏[1] 

机构地区：[1]北京师范大学经济与工商管理学院,北京100875 [2]中国人民大学劳动人事学院,北京100872 [3]清华大学经济管理学院,北京100084

出　　处：《科学学与科学技术管理》2016年第10期164-180,共17页Science of Science and Management of S.& T.

基　　金：国家社科基金重大项目(12ZD&094);北京师范大学自主科研基金重点项目(SKZZB2014008)

摘　　要：基于现有的定义,知识员工包含了太多不同类型的人员。依据知识员工的本质特点——知识更新和知识创新——2个维度将知识员工划分为4类,对多样化的知识员工进行了有效区分。并依据ERG理论,构建了知识员工差异激励模型,以科技企业员工为调查对象,探索不同知识员工的激励因素和中介机制。实证结果表明,薪酬等浅层激励因素通过工作嵌入影响知识员工的留职意向等浅层次的工作行为,而职业成长等深层激励因素通过工作激情影响知识员工的创新行为等深层次的工作行为,并且上述关系在不同类别的知识员工之间存在显著差异,支持了知识员工的分类框架和差异激励模型。Knowledge workers include too many different types of workers according to the current definitions. Considering the essential characteristic of knowledge workers, the paper divides diverse knowledge workers into four categories according to two dimensions, knowledge updating and knowledge innovation, to effectively distinguish them. Based on ERG theory, one differentiated incentive model of knowledge workers is developed to explore different incentive factors and mechanisms for different knowledge workers. Empirical results of a 325 participants＇ sample show that incentive factors at superficial le- vel, such as salary, influence employee＇s work behaviors at superficial level, such as intension to stay in organization, through job embeddedness. Incentive factors at deep level, such as career development, influence employee＇s work behaviors at deep level, such as creativity, through job passion. Relationships among the variables significantly differ among different categories of knowledge workers.

关 键 词：知识员工 知识更新 知识创新 ERG理论 工作激情 工作嵌入 创新行为 

分 类 号：F272.92[经济管理—企业管理]