發(fā)布時間：2018-11-16 12:29

【摘要】：科技人才對企業(yè)的發(fā)展非常重要。但是,隨著企業(yè)人才流失嚴重性的不斷提高,科技人才流失也得到了企業(yè)的重視。所以,吸引和保留科技人才成為企業(yè)避免重大損失的關(guān)鍵舉措。企業(yè)對科技人才實施股權(quán)激勵是吸引保留此類人才的有效手段,這樣不僅可以穩(wěn)定企業(yè)整體人才隊伍,還可以提高企業(yè)的創(chuàng)新發(fā)展能力,最終有利于企業(yè)整體業(yè)績水平的提高。對企業(yè)來說,對不同層次的科技人才進行股權(quán)激勵是指企業(yè)股東或所有者將企業(yè)部分股權(quán)以股票形式分配給企業(yè)的科技人才,充分調(diào)動科技人才的積極性,激勵科技人才為提高公司業(yè)績而努力工作。而多數(shù)學(xué)者對科技人才股權(quán)激勵效果的研究只是僅限于科技人才股權(quán)激勵與其所在公司業(yè)績的關(guān)系研究,缺乏對科技人才股權(quán)激勵與科技人才其他方面關(guān)系的研究。本文對科技人才股權(quán)激勵效果的研究主要從對科技人才行動目標的一致性、行動目標的達成性、行動目標的效率性、積極進取的企業(yè)精神和企業(yè)業(yè)績的提升等五個方面進行綜合研究。在測評科技人才股權(quán)激勵效果的過程中,建構(gòu)了股權(quán)激勵效果的評價機制,包括科技人才激勵效果的指標體系是如何構(gòu)建的,構(gòu)建完成之后要如何評價等,針對上述指標設(shè)計問卷并發(fā)放收集數(shù)據(jù),再結(jié)合已構(gòu)股權(quán)激勵效果模糊綜合評價模型進行實證分析。結(jié)合我國企業(yè)科技人才股權(quán)激勵的情況,本文在分析企業(yè)科技人才持股時發(fā)現(xiàn):不同層級員工持股的股權(quán)數(shù)不同激勵效果也不同,同時也發(fā)現(xiàn)同樣的股權(quán)數(shù)對不同層級的科技員工也會產(chǎn)生不同的激勵效果。最后根據(jù)所得結(jié)論對企業(yè)管理科技人才給出一定意見和建議。
[Abstract]:Scientific and technological talents are very important for the development of enterprises. However, with the continuous improvement of the severity of the loss of talents, the loss of scientific and technological talents has also been attached importance to by enterprises. Therefore, attracting and retaining scientific and technological talents has become a key measure for enterprises to avoid major losses. The equity incentive is an effective means to attract and retain such talents, which can not only stabilize the whole talent team of enterprises, but also improve the ability of innovation and development of enterprises, which is conducive to the improvement of the overall performance level of enterprises. For an enterprise, equity incentive for different levels of scientific and technological talents means that the shareholders or owners of the enterprise distribute part of the shares of the enterprise to the scientific and technological talents in the form of stocks, and fully arouse the enthusiasm of the scientific and technological talents. Encourage scientific and technological talents to work hard to improve the company's performance. But most scholars' research on the effect of scientific and technological talent equity incentive is limited to the relationship between the technology talent equity incentive and their company's performance, and the lack of research on the relationship between the scientific and technological talent equity incentive and other aspects of scientific and technological talent. In this paper, the research on the incentive effect of scientific and technological talents' equity is mainly from the consistency of the action goal, the achievement of the action goal, the efficiency of the action goal. The positive enterprising enterprise spirit and the enterprise achievement promotion and so on five aspects carries on the comprehensive research. In the process of evaluating the effect of equity incentive of scientific and technological talents, the evaluation mechanism of the effect of equity incentive is constructed, including how to construct the index system of incentive effect of scientific and technological talents, and how to evaluate after the completion of construction, etc. According to the above indicators, the questionnaire is designed and the data is collected, and then the fuzzy comprehensive evaluation model is used to analyze the effect of equity incentive. According to the situation of the stock right incentive of enterprise science and technology talents in our country, this paper finds out that the number of shares of different levels of employees is different, and the incentive effect is also different when analyzing the stock ownership of science and technology talents in enterprises. Also found that the same number of shares in different levels of technology staff will also have different incentive effects. Finally, according to the conclusions of the enterprise management science and technology talents give some opinions and suggestions.
【學(xué)位授予單位】：鄭州航空工業(yè)管理學(xué)院
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

【參考文獻】

相關(guān)期刊論文 前10條

1 李曉玲;劉中燕;;CFO持股對上市公司盈余管理的影響[J];中南財經(jīng)政法大學(xué)學(xué)報;2016年01期

2 高詩音;;我國企業(yè)員工持股與企業(yè)效益問題探討[J];經(jīng)營管理者;2015年33期

3 許汝俊;龍子午;姚逍遙;;全流通時代下股權(quán)激勵有效性分析[J];會計之友;2014年35期

4 古群芳;鐘雯婧;;員工持股計劃對公司財務(wù)報告影響研究[J];財會研究;2014年04期

5 吳嵩彬;;高科技企業(yè)股權(quán)激勵模式的比較及設(shè)計[J];財經(jīng)界(學(xué)術(shù)版);2013年16期

6 李文武;;企業(yè)創(chuàng)新人才激勵機制的構(gòu)建[J];經(jīng)濟問題;2013年08期

7 劉廣生;馬悅;;中國上市公司實施股權(quán)激勵的效果[J];中國軟科學(xué);2013年07期

8 劉紹娓;萬大艷;;高管薪酬與公司績效:國有與非國有上市公司的實證比較研究[J];中國軟科學(xué);2013年02期

9 周仁俊;高開娟;;大股東控制權(quán)對股權(quán)激勵效果的影響[J];會計研究;2012年05期

10 李錫元;吳翔;;高科技企業(yè)股權(quán)激勵模式探析[J];科技創(chuàng)業(yè)月刊;2012年01期

，

本文編號：2335522