OCB理论视角下知识型员工的柔性激励  

Flexible Incentive of Knowledge Employees from Perspective of OCB Theory

作　　者：潘红宇 张凯 Pan Hongyu;Zhang Kai

机构地区：[1]新疆大学政治与公共管理学院

出　　处：《中国人事科学》2020年第1期35-41,共7页Chinese Personnel Science

摘　　要：随着人口素质的提升,各类组织中高学历、高专业性的知识型人才越来越多,传统命令式的刚性激励管理已经不适合要求,以人为中心的柔性激励管理成为人力资源管理的新趋势。组织公民行为理论(OCB理论)认为组织公民在组织中的行为,不是按组织规章中的规则形成的,而是在一种内在的、无形的心理状态引导下而产生的。结合组织公民行为理论,知识型员工的管理,应突出以人为本的管理理念,完善柔性激励制度,设计多元化的培训与职业发展路径,运用完整的柔性激励机制,强化员工精神激励,在心理上激发其自主性、积极性和创造性,增强其对组织的认同感和归属感,减少流失率,增强人力资源管理的效率。With the improvement of population quality,there are more and more well-educated and highly specialized knowledge talents in all kinds of organizations.The traditional commanding rigid incentive management is not suitable for the requirements of management.The flexible incentive management centered on people has become a new trend of human resource management.Organizational citizenship behavior theory(OCB theory)holds that the behaviors of organizational citizens in an organization are not formed according to organizational rules,but under the guidance of an internal and intangible psychological state.In combination with the organizational citizenship behavior theory,for the management of knowledge employees,we should highlight the people-oriented management concept,improve the flexible incentive system,design diversified training and career development paths,use a complete flexible incentive mechanism,strengthen the spiritual incentive of employees,psychologically stimulate their independence,enthusiasm and creativity,enhance their sense of identity and belonging to the organization,reduce the turnover rate,and enhance the efficiency of human resource management.

关 键 词：知识型员工 柔性激励 组织公民行为理论 

分 类 号：C93[经济管理—管理学]