【摘要】：知識工作者既具有知識的人才，企業(yè)要保持健康穩(wěn)健的發(fā)展，就必須通過管理找到知識的來源、傳遞和應(yīng)用的過程，實(shí)現(xiàn)對知識的運(yùn)用和提升，合理利用資源�，F(xiàn)代金融業(yè)是知識經(jīng)濟(jì)時代的標(biāo)志性行業(yè)之一，是一個技術(shù)密集型行業(yè)，對知識型人才的需求尤為突出。信托業(yè)作為現(xiàn)代金融業(yè)的重要細(xì)分行業(yè)，其核心員工最符合當(dāng)前我國典型知識型員工特征，即文化水平高、獨(dú)立自主、目標(biāo)導(dǎo)明確、組織結(jié)構(gòu)清晰、流動性強(qiáng)與競爭力大。知識型員工非常注重自我價值的實(shí)現(xiàn),成就動機(jī)尤為強(qiáng)烈。因此，，信托公司應(yīng)如何激勵知識型員工，使他們留在公司并發(fā)揮出最大的價值，是信托行業(yè)的管理者們應(yīng)該考慮的問題。 本文首先闡述了各種激勵理論并對知識型員工的概念進(jìn)行了界定，接著對信托行業(yè)的特點(diǎn)、現(xiàn)狀以及從業(yè)人員的激勵現(xiàn)狀進(jìn)行了分析，并指出目前存在的問題，為結(jié)論的提出提供了依據(jù)。接下來，以激勵理論為指導(dǎo)，借鑒學(xué)者們對知識型員工激勵因素的研究成果，從薪酬福利、工作價值、個人成長、組織文化四個維度構(gòu)建了信托知識型員工激勵動態(tài)模型。采用文獻(xiàn)研究法、調(diào)查問卷法、實(shí)證研究法、定量分析與定性分析結(jié)合法，對信托公司知識型員工進(jìn)行訪談、發(fā)放調(diào)查問卷、并對得到的數(shù)據(jù)進(jìn)行統(tǒng)計分析，得出最重要的激勵因素分別為：職務(wù)晉升、工作成就感、職業(yè)生涯規(guī)劃、領(lǐng)導(dǎo)素質(zhì)和人際關(guān)系；薪酬福利、工作價值、個人成長和組織文化與信托業(yè)知識型員工滿意度均存在較高水平的正相關(guān)關(guān)系；另外不同屬性的知識型員工對于激勵的需求和實(shí)際感受存在一定的差異。然后，對信托行業(yè)知識型員工激勵提出了相關(guān)的對策和建議，對信托公司應(yīng)如何激勵知識型員工有一定的指導(dǎo)作用。最后，對本文的不足和進(jìn)一步研究方向做了簡要描述。
[Abstract]:The knowledge worker has the knowledge talented person, the enterprise wants to maintain the healthy and steady development, must through the management find the knowledge source, the transmission and the application process, realizes the use and the promotion to the knowledge, uses the resources reasonably. Modern financial industry is one of the iconic industries in the era of knowledge economy. As an important subdivision industry in modern financial industry, the core staff of the trust industry accord with the characteristics of typical knowledge workers in our country, that is, high education level, independence, clear goal, clear organizational structure, strong mobility and great competitiveness. Knowledge workers pay great attention to the realization of self-worth, especially the motivation of achievement. Therefore, how to motivate the knowledge workers to stay in the company and give full play to the maximum value is the problem that should be considered by the managers of the trust industry. This paper first expounds various incentive theories and defines the concept of knowledge workers, then analyzes the characteristics, current situation and incentive status of the trust industry, and points out the existing problems. It provides the basis for the conclusion. Then, under the guidance of incentive theory, this paper builds a dynamic model of trust knowledge employee motivation from four dimensions of salary and welfare, work value, personal growth and organizational culture. By using the methods of literature research, questionnaire, empirical research, quantitative analysis and qualitative analysis, the author interviews the knowledge workers of trust companies, issues questionnaires, and makes statistical analysis of the obtained data. The most important motivating factors are: job promotion, job achievement, career planning, leadership quality and interpersonal relationship, salary and welfare, work value, etc. There is a high level of positive correlation between personal growth and organizational culture and the satisfaction degree of knowledge workers in trust industry, and there are some differences between the demand for motivation and the actual feelings of knowledge workers with different attributes. Then, the paper puts forward some relevant countermeasures and suggestions on how to motivate the knowledge employees in trust industry, which has a certain guiding effect on how to motivate the knowledge workers in trust companies. Finally, the deficiency and further research direction of this paper are briefly described.
【學(xué)位授予單位】：云南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F832.49

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