發(fā)布時(shí)間：2018-10-12 11:42

【摘要】：當(dāng)今人們?cè)絹碓疥P(guān)注企業(yè)技術(shù)創(chuàng)新的問題。要想實(shí)現(xiàn)企業(yè)生產(chǎn)率的增長和經(jīng)濟(jì)的發(fā)展,在競(jìng)爭中保持優(yōu)勢(shì)地位,必須通過技術(shù)創(chuàng)新來達(dá)到。而創(chuàng)新的主體是企業(yè)的知識(shí)型員工,知識(shí)經(jīng)濟(jì)與科技時(shí)代的到來,使知識(shí)性的工作成為當(dāng)今時(shí)代主要工作形式之一。知識(shí)員工作為知識(shí)創(chuàng)造、利用、增值的主體,已經(jīng)日益成為企業(yè)競(jìng)爭的關(guān)鍵因素。激勵(lì)是企業(yè)管理員工的重要手段之一,大多數(shù)企業(yè)在管理員工過程中,更多的關(guān)注于物質(zhì)方面的激勵(lì)措施,而在精神與情感方面的激勵(lì)卻很少,這在當(dāng)今以精神生活為主的社會(huì)中,勢(shì)必會(huì)削減員工工作的積極性。由于非物質(zhì)激勵(lì)對(duì)知識(shí)型員工有著巨大作用,因此本文嘗試著利用不同的非物質(zhì)激勵(lì),探討其對(duì)創(chuàng)新績效的影響。大數(shù)據(jù)時(shí)代與知識(shí)經(jīng)濟(jì)的到來,勢(shì)必會(huì)將創(chuàng)造性員工推向更高的地位,隨之而變化的是他們的需求,因此,企業(yè)管理者要關(guān)注他們需求的變化,采取措施滿足他們,為創(chuàng)新活動(dòng)儲(chǔ)備人力資本。本文以激勵(lì)理論、心理契約等理論為基礎(chǔ),根據(jù)知識(shí)型員工的特點(diǎn),以環(huán)境、精神與自我成長三方面來研究非物質(zhì)激勵(lì)對(duì)創(chuàng)新績效的影響。論文將互聯(lián)網(wǎng)與軟件開發(fā)等人才集聚的行業(yè)作為研究樣本,選取遼寧省內(nèi)的東軟集團(tuán)、東軟睿道教育有限公司等企業(yè)的技術(shù)人員、研發(fā)人員為調(diào)查對(duì)象,分析環(huán)境激勵(lì)、精神激勵(lì)與自我成長激勵(lì)對(duì)知識(shí)型員工創(chuàng)新績效的影響。論文運(yùn)用文獻(xiàn)分析與實(shí)證分析為研究方法,共分為以下三部分。首先根據(jù)理論與學(xué)者的研究,設(shè)計(jì)初步問卷。然后選擇企業(yè)的專家進(jìn)行訪談,對(duì)問卷進(jìn)行修正,形成最終的問卷。其次,對(duì)收回的問卷進(jìn)行統(tǒng)計(jì)分析。最后通過相關(guān)與回歸分析,驗(yàn)證了環(huán)境激勵(lì),精神激勵(lì)與自我成長激勵(lì)對(duì)創(chuàng)新績效的作用,同時(shí)得出辦公環(huán)境,情感上的溝通與關(guān)心,組織對(duì)員工的關(guān)懷,工作上的成就感,培訓(xùn)學(xué)習(xí)的機(jī)會(huì)和參與決策對(duì)創(chuàng)新績效具有顯著作用,得出企業(yè)文化,組織信任與榮譽(yù)對(duì)創(chuàng)新績效的影響不明顯,并對(duì)其進(jìn)行解釋與分析。通過分析的結(jié)果,探討出對(duì)知識(shí)型員工具有顯著作用的非物質(zhì)激勵(lì)因素,并對(duì)企業(yè)在管理員工方面提出合理化的建議。
[Abstract]:Nowadays, people pay more and more attention to the problem of technological innovation in enterprises. In order to achieve the growth of enterprise productivity and the development of economy, it must be achieved through technological innovation to maintain the dominant position in the competition. The main body of innovation is the knowledge workers of enterprises. The arrival of knowledge economy and science and technology times make the knowledge work become one of the main forms of work in the present age. As the main body of knowledge creation, utilization and appreciation, knowledge employees have increasingly become the key factor of enterprise competition. Motivation is one of the most important means to manage employees. Most enterprises pay more attention to the material incentives in the process of managing employees, but few in the spiritual and emotional aspects. This, in today's spiritual life-oriented society, is bound to reduce the enthusiasm of employees to work. Because non-material motivation plays a great role in knowledge workers, this paper tries to use different non-material incentives to explore its impact on innovation performance. The era of big data and the arrival of knowledge economy will certainly push the creative employees to a higher status, with which their needs will change. Therefore, enterprise managers should pay attention to the changes in their needs and take measures to meet them. Reserve human capital for innovative activities. Based on the theory of motivation and psychological contract, this paper studies the influence of non-material incentive on innovation performance from three aspects: environment, spirit and self-growth according to the characteristics of knowledge workers. This paper takes the industry with talents such as Internet and software development as the research sample, selects the technical personnel of the Neusoft Group, the Neusoft Road Education Co., Ltd and the R & D personnel as the investigation object, analyzes the environment incentive, and so on. The influence of spiritual motivation and self-growth incentive on the innovative performance of Knowledge-based employees. The paper uses literature analysis and empirical analysis as the research method, divided into the following three parts. First of all, a preliminary questionnaire is designed according to the theory and scholars' research. Then select the enterprise experts to interview, the questionnaire is revised to form the final questionnaire. Secondly, the collected questionnaire is statistically analyzed. Finally, through the correlation and regression analysis, it verifies the effect of environmental motivation, spiritual motivation and self-growth incentive on innovation performance. At the same time, it concludes the office environment, emotional communication and concern, organizational care for employees, job achievement. The opportunity of training learning and participation in decision-making play a significant role in innovation performance. It is concluded that corporate culture, organizational trust and honor have no obvious impact on innovation performance, and explain and analyze it. Based on the results of the analysis, this paper discusses the non-material incentive factors which play a significant role in the knowledge workers, and puts forward some reasonable suggestions on the management of the employees in the enterprises.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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