“互联网+”知识型员工绩效薪酬创新行为机理  

Innovation behavior of knowledge-based employees based on performance compensation under the “Internet +” background

作　　者：翁东东[1] 杨艺璇 陈奕全 WENG Dong-dong;YANG Yi-xuan;CHEN Yi-quan(Quanzhou Normal University,Quanzhou,Fujian,362000,China)

机构地区：[1]泉州师范学院,福建泉州362000

出　　处：《闽西职业技术学院学报》2018年第4期60-63,共4页Journal of Minxi Vocational and Technical College

基　　金：泉州师范学院大学生创新创业训练计划项目资助(课题编号:201810399120);福建省教育科学"十三五"规划2017年度海峡两岸职业教育专项研究课题(课题编号:FJJKHX17-077);2018年度福建省中青年教师教育科研项目"我为建设新福建献良策"(统一战线工作专项)重点资助项目(课题编号:JZ180019)

摘　　要：产能发展新周期下,互联网技术的发展,使得行业间的竞争逐渐转化为知识型员工的竞争。在此背景下,研究如何基于绩效薪酬以最大限度发挥知识型员工创新行为具有重要意义。程序公平感和员工冒险意愿是绩效薪酬影响知识型员工创新行为的主要因素,绩效薪酬强度和人与岗位的匹配程度也会对知识型员工的创新行为产生一定的影响。企业需要结合自身发展实际统筹上述因素影响,最大限度发挥知识型员工创新作用,实现企业效益最大化。Under the new cycle of capacity development, the development of Internet technology has intensified the competition among knowledge-based employees. Under this background,it is of great significance to maximize the innovation behavior of knowledge-based employees based on performance compensation. The sense of fairness of procedure and the willingness of employees to take risks are the main factors affecting the innovation behavior of knowledge-based employees. The intensity of performance compensation and the degree of matching between people and positions will also have a certain impact on the innovative behavior of knowledge-based employees. Enterprises need to integrate the above factors in combination with their own development to maximize the innovation behavior of knowledge-based employees and maximize the benefits of enterprises.

关 键 词：“互联网+” 知识型员工 绩效薪酬 创新行为 

分 类 号：F272.923[经济管理—企业管理]