【摘要】：二十一世紀(jì)是知識經(jīng)濟(jì)時(shí)代,，人力資本已然被具有現(xiàn)代科技的知識型員工所取代，知識型員工成為組織的創(chuàng)新主體。本文以知識型員工為研究對象，研究企業(yè)如何設(shè)計(jì)激勵(lì)機(jī)制激勵(lì)該類型員工在自己的空閑時(shí)間利用自己的知識優(yōu)勢和公司資源進(jìn)行技術(shù)研發(fā)和創(chuàng)新。本論文聚焦于創(chuàng)新激勵(lì)模型的構(gòu)建和企業(yè)創(chuàng)新激勵(lì)機(jī)制的設(shè)計(jì)。主要研究以下問題： 首先，在對激勵(lì)創(chuàng)新的相關(guān)理論以及研究文獻(xiàn)回顧的基礎(chǔ)上，，研究了影響知識型員工創(chuàng)新的主要影響因素，總結(jié)了創(chuàng)新理論和激勵(lì)理論的發(fā)展內(nèi)容。 其次，構(gòu)建了知識型員工空間時(shí)間的創(chuàng)新激勵(lì)模型，主要研究了知識型員工空閑時(shí)間的創(chuàng)新動機(jī)，對企業(yè)從創(chuàng)新激勵(lì)機(jī)制上給予知識型員工自由創(chuàng)新空間、給予創(chuàng)新自主權(quán)以及重視分配創(chuàng)新成果方面給出了理論依據(jù)。研究發(fā)現(xiàn)，知識型員工是否愿意從事潛在的創(chuàng)新活動取決于該創(chuàng)新活動的價(jià)值(市場前景)以及從該創(chuàng)新中獲得的價(jià)值份額。通過分析，給出了企業(yè)和員工對潛在創(chuàng)新項(xiàng)目價(jià)值要求的臨界值，并給出了雙方對潛在創(chuàng)新項(xiàng)目價(jià)值份額的臨界值。 再次，通過分析創(chuàng)新激勵(lì)機(jī)制設(shè)計(jì)的原則、激勵(lì)機(jī)制設(shè)計(jì)的目標(biāo)，結(jié)合知識型員工空閑時(shí)間創(chuàng)新激勵(lì)的分析結(jié)果和前人的綜合激勵(lì)模型，設(shè)計(jì)了知識型企業(yè)創(chuàng)新激勵(lì)的框架，該框架包括目標(biāo)激勵(lì)、過程激勵(lì)和反饋激勵(lì)三部分，是一個(gè)貫穿整個(gè)創(chuàng)新過程的良性循環(huán)框架。 最后，運(yùn)用本文的相關(guān)關(guān)理論和研究結(jié)論，通過案例實(shí)證分析研究了3M公司創(chuàng)新激勵(lì)機(jī)制，發(fā)現(xiàn)3M公司在創(chuàng)新激勵(lì)機(jī)制的設(shè)計(jì)上基本符合本文提出的目標(biāo)激勵(lì)、過程激勵(lì)和反饋激勵(lì)的全部內(nèi)容。
[Abstract]:The 21 century is the era of knowledge economy. Human capital has been replaced by knowledge workers with modern science and technology. In this paper, we take knowledge workers as the research object, and study how to design incentive mechanism to encourage this type of employees to use their own knowledge advantages and company resources to develop and innovate technology in their spare time. This paper focuses on the construction of innovation incentive model and the design of enterprise innovation incentive mechanism. The main problems are as follows: firstly, on the basis of reviewing the relevant theories of incentive innovation and literature review, this paper studies the main factors that affect the innovation of knowledge workers, and summarizes the development of innovation theory and incentive theory. Secondly, it constructs the innovation incentive model of knowledge workers' spatial time, mainly studies the innovation motivation of knowledge workers' free time, and gives the knowledge workers' free innovation space from the innovation incentive mechanism. The theoretical basis for giving innovation autonomy and attaching importance to the distribution of innovation results is given. The study found that the willingness of knowledge workers to engage in potential innovation activities depends on the value of the innovation activity (market prospects) and the value share gained from the innovation. Through the analysis, the critical value of the value requirement of the enterprise and the employee to the potential innovation project is given, and the critical value of the value share of the enterprise and the employee to the potential innovation project is given. Thirdly, by analyzing the principles of innovation incentive mechanism design, the goal of incentive mechanism design, combining the analysis results of knowledge workers' idle time innovation incentive and the previous comprehensive incentive model, the paper designs the framework of knowledge enterprise innovation incentive. The framework consists of three parts: goal incentive, process incentive and feedback incentive. It is a virtuous cycle framework that runs through the whole innovation process. Finally, by using the relevant theories and conclusions of this paper, the paper studies the innovation incentive mechanism of 3M company through case study, and finds that the design of innovation incentive mechanism of 3M company basically accords with the objective incentive mechanism proposed in this paper. The whole content of process motivation and feedback incentive.
【學(xué)位授予單位】：燕山大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F273.1;F416.1

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本文編號：2369153