民营企业知识型员工的激励研究教材msq.docx

我国民营企业知识型员工的激励研究张莎声清大李二00七年年六月广广冠穿大大学闷眨眨创七学学位论文文我国民民营企业业知唯只只型员工工的激励励减坪究究分类号UDC硕士学位论论文我国民营企企业知识识型员工工的激励励研究张莎学科专业指导教师论文答辩日日期学位位授予日日期答辩委员会会主席论文评阅人人广卫穿穿大学周周眨士学学位论文文我国民民营企业业知i只只裂员工工的激励励币开究究广西大学学学位论文文原创性性声明和和使用授授权说明明原创性声明明本人声明:所呈交交的学位位论文是是在导师师指导下下完成的的，研究究工作所所取得的的成果和和相关知识产权权属广西西大学所所有，本本人保证证不以其其它单位位为第一一署名单单位发表表或使用用本论文文的研究内容容。除已已注明部部分外，论论文中不不包含其其他人已已经发表表过的研研究成果果，也不不包含本人为获得得其它学学位而使使用过的的内容。对对本文的的研究工工作提供供过重要要帮助的的个人和和集体，均已在在论文中中明确说说明并致致谢。)反粼扮论论文作者者签名:勺犷理理尹介石石月川日日学位论文使使用授权权说明本人完全了了解广西西大学关关于收集集、保存存、使用用学位论论文的规规定，即即:按照学校要要求提交交学位论论文的印印刷本和和电子版版本:学校有权保保存学位位论文的的印刷本本和电子子版，并并提供目目录检索索与阅览览服务;学校可以采采用影印印、缩印印、数字字化或其其它复制制手段保保存论文文;在不以赢利利为目的的的前提提下，学学校可以以公布论论文的部部分或全全部内容容。请选择发布布时间:俩、发布鲡鲡密后发发布(保密论文文需注明明，并在在解密后后遵守此此规定)论文作者签签一很爹爹导师/婀妙介介6一J冠穿穿大学不不页d匕匕学位论论文我国国民营司司卜月匕匕知识裂裂员口二二的激励励减开究究我国民营企企业知识识型员工工的激励励研究摘要知识经济时时代，知知识型员员工成为为企业激激励的主主要对象象之一。伴伴随我国国民营企业的的发展，知知识型员员工激励励不足的的问题逐逐渐凸显显。在这这种背景景下，本文选择对对民营企企业知识识型员工工的激励励问题进进行研究究。本文通过对对民营企企业知识识型员工工需求特特征、激激励现状状的研究究分析，以以激励理论和和激励原原则为指指导，借借鉴学者者们对知知识型员员工激励励因素的的研究成成果，提出了了针对民民营企业业知识型型员工激激励的方方案。激激励方案案包括内内在激励励和外在激励励两个方方面，内内在激励励是指从从满足精精神需要要的方面面激励知知识型员员工，外在激激励是指指从满足足生存需需要、安安全需要要的方面面激励知知识型员员工。本本文对民营企企业知识识型员工工的激励励因素进进行整合合后进一一步指出出，民营营企业应应该通过关注注个人成成长与发发展、实实施工作作激励、实实施授权权和参与与管理等等内在激励措施和和通过构构建企业业远景、加加强企业业文化建建设、规规范企业业内部管管理、改善工作环环境、完完善薪酬酬体系等等外在激激励措施施来有效效地激励励知识型型员工。关键词:民民营企业业知识型型员工激激励广冠冠穿大学学不页士士学位论论文我国国民营企企业知识识裂员工工.的激激励研究究ARESEEARCCHONNMOTTIVAATIOONOFFKNOO丫VLLEDGGEEM PPLOYYEEIINCHHINEESEPPRIVVATEEENTTERPPRISSESABSTRRACTT Inthhe玩 owwleddgeeeconnomyytimme， KnnowlledggeEmmPlooyeeebeccomeesonneoffthee maainoobjeectsswhiichttheeenteerprriseesinnsPiire.WitththhedeevelloPmmenttofCChinnesee Privvateeentterpprisses， tthePProbblemmofiinsuuffiicieentmmotiivattionntoKKnowwleddge EmmPlooyeee15ggraddualllyoobviiouss，thhereeforre， thhisaartiicleeehoooseesthhequuesttionnoftthe mootivvatiionoofKnnowlledggeEmmPlooyeeetoeeondductttheeressearrch. 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KEYYWORRDS:Priivatteennte印印 riise:KnoowleedgeeEmpployyee:mottivaatioon拯广西大学学周面dd分学七七立论文文我国民民营企习习匕知唯唯只裂员员匀二的的激励庵庵开究目录第一章导论论·································································································································11.1选题题背景及及意义········································，···················································································································11.2研究究文献综综述···································································································.·········.11.2.11激励理理论相关关研究········································································.21.2.22员工激激励因素素的相关关研究···································································································.·.····.··············41.2.33知识型型员工激激励研究究·················································································································、····························771.2.44民营企企业知识识型员工工激励研研究·················································································································1001.3研究究方法························································································································································································n1.4论文文创新点点····································································································································.H1.5研究究路线················，······························································44·····································································································n第二章民营营企业知知识型员员工概述述··············································································1332.1民营营企业知知识型员员工的定定义···，····，·········，····，·，······································································································1332.1.11民营企企业的概概念·······································································································.··.··········.1332.1.22知识型型员工的的定义···················································································································································132.1.33民营企企业知识识型员工工的定义义························································································，································1142.2民营营企业知知识型员员工的特特征···············，··············································.·.1442.2.11知识型型员工的的特征···················································································································································142.2.22民营企企业知识识型员工工的需求求特征············································································································166第三章民营营企业知知识型员员工激励励现状及及成因分分析·········································1993.1民营营企业知知识型员员工的激激励现状状······················································································································1993.1.11薪酬制制度不科科学························································································································································193.1.22激励形形式单一一······································································································.·············.2223.1.33任人唯唯亲现象象严重················································································································································2333.1.44个人成成长与发发展不被被重视······························································································································2243.1.55人力资资源管理理制度不不规范······························································································································2243.1.66企业文文化建设设落后················································································································································2553.2成因因分析·······················································································································································································253.2.11受历史史、社会会因素的的影响·······························································································································263.2.22对企业业文化缺缺乏认识识····················-····································，·················································································263.2.33对知识识型员工工缺乏了了解·································，······························································································2773.2.44现代管管理方法法、制度度滞后····························································································································277第四章民营营企业知知识型员员工激励励方案设设计·························································299、4.11激励方方案设计计的原则则.·················.············································，··································································299了广西.大大学周眨眨d匕学学位士仑仑文我国国民营司司汾习匕匕知识裂裂员工的的激励笼笼开究4.1.11针对性性原则········································································································································.2994.1.22体现知知识价值值的原则则················································································································，·························29 4.1.3短期期激励和和长期激激励相结结合的原原则····································································································304.1.44物质激激励和精精神激励励相结合合的原则则····································································································3304.1.55公平原原则························································································································.····························.3004.2激励励方案的的内容设设计···························································································.314.2.11内在激激励············································································4·····································.·.·.····················.324.2.22外在激激励····················································································································.37结束语·········································································································································466参考文献··································································································································447致谢·················································································································································50攻读硕士期期间发表表的学术术论文目目录···············································································551乡广西大学学硕士学学位论文文我国民民营企从从匕知气气氏裂员员口二的的激励研研究第一章导论论 1.1选选题背景景及意义义在知识经济济时代，创创造性的的、富于于变化的的、不可可预测的的知识性性工作成成为主要要的工作作形式，知识识管理成成为企业业核心竞竞争的关关键，企企业的生生存和发发展将取取决于知知识的拥拥有、创创造和利用。因因此，企企业的知知识资本本所有者者知识型型员工就就成为各各类企业业管理激激励的主主要对象。自改革开放放以来，我我国民营营企业经经过二十十多年的的发展，已已取得举举世瞩目目的成绩绩，在国民经济中中的地位位和重要要性越来来越高。但但是由于于某些原原因，部部分民营营企业在在完成原原始积累，进入二二次创业业、欲实实现更大大飞跃的的时候，往往往陷入入困境，其其中，人人力资源源的制约约问题最为突出出。如在在调查当当前民营营企业发发展过程程中遇到到的主要要障碍时时，666.800k的民民营企业业经营者选择择了“人才短短缺”。，这些民民营企业业在经历历了艰难难的一次次创业之之后，逐逐渐意识识到了在由人人力资源源和物力力资源组组成的各各种资源源要素中中，人才才具有不不可低估估的作用用，民营营企业兴衰成成败的决决定性因因素是人人的因素素。因此此，如何何选人、用用人、留留人，如如何构建建一个合理的民营营企业的的人才激激励机制制，充分分调动员员工的积积极性和和创造性性，尤其其是调动动知识型型员工的积极极性和创创造性，是是民营企企业能否否持续发发展的关关键问题题之一。近年来，国国内学者者关于激激励问题题的研究究很多，但但基本上上多数是是围绕企企业委托托代理机机制或就企业业一般员员工的激激励进行行研究。随随着知识识经济的的到来，虽虽然对知知识型员员工的研研究成为热门，但但对知识识型员工工激励问问题的研研究大多多数还比比较分散散，没有有形成系系统的专专题研究，而且研研究一般般都局限限在知识识型员工工一般管管理层面面上。所所以本文文选择对对民营企企业的知知识型员工激激励问题题进行专专题研究究，试图图寻求一一套有针针对性地地适合我我国民营营企业知知识型员员工的激励方方案。希希望本研研究能对对我国民民营企业业知识型型员工激激励的实实践活动动具有一一定的指指导意义。 l220055年8月月至100月，中中国民主主建国会会中央委委员会企企业委员员会与中中国企业业家调查查系统共共同组织织实施的的“20005·中国民营企业经经营者问问卷跟踪踪调查”。广11穿大学学周眨dd匕学位位论文我我国民营营企习匕匕知很只只裂员口口二的激激励笼开开究 1.2研研究文献献综述2.1激励励理论相相关研究究1、管理学学激励理理论概述述激励问题作作为企业业管理的的基本问问题，自自20世世纪初就就一直是是管理学学界研究究的主题题。这一研究大体体经历了了三个阶阶段:(l)从单单一的“经济人人”刺激到到满足多多种需求求。最初初，亚当当·斯密的的“X理论论”认为人是自私私自利的的，激励励只能靠靠金钱刺刺激和经经济惩罚罚，这种种“X理论论”的激励励思想，在在泰罗的管理理思想中中也有明明显的反反映。但但后来人人们注意意到，把把人仅看看成“经济人人”而无视视人的社会性性，会给给激励效效果带来来局限。梅梅奥通过过“霍桑实实验”，提出出了“人际关关系理论论”，在此理论的的影响下下，管理理学界开开始了从从“考虑工工作”的时代代转向“考虑人人”的时代代。于是，在19943年年，出现现了马斯斯洛的“需要层层次理论论”，即人人的需要要有五个个层次，由由低到高高依次为生理理需要、安安全需要要、社会会需要、尊尊重需要要和自我我实现需需要。(2)从激激励条件件泛化到到激励因因素逐步步明晰。以以马斯洛洛的需要要层次论论为基础础，西方方确立了这样样一种激激励模式式:需要要一一目目标一一一动机一一一行为为一一绩绩效一一一奖酬一一一满足一一积极极性。人人被看成成是具有有多种需需要并不不断追求求自我实实现的行行为主体体，组织织应该创创造条件发挥挥人的潜潜能，使使人体验验成功的的满足。麦麦格雷戈戈提出的的“Y理论论”，在220世纪纪40、50年代成成为管理理学界的的共识。但但是实践践发现，人人并非只只要满足足需要就就可以激激发积极极性，激励条件不不能泛化化。因此此，到220世纪纪50年年代末期期，管理理学激励励理论在在激励因因素方面面的认识开始逐步步深化，出出现了赫赫茨伯格格的“双因素素理论”。“双因素素理论”让人们们明白不不是满足任何需需要都能能调动积积极性，只只有满足足工作范范围内的的需要才才能达到到激励效效果。660年代代，麦克利兰的的“成就动动机理论论”，把人人愿意努努力工作作的动因因又归结结为“强烈的的成功需需要”，由此人们对对激励的的认识逐逐渐清晰晰。(3)从侧侧重激励励内容的的研究到到对激励励过程的的探索。无无论是马马斯洛还还是赫茨茨伯格，都围绕着“需要”进行研研究，但但管理实实践中还还存在着着一个“需要”如何实实现的环环境问题题。人们在百年年来的研研究中发发现，激激励过程程中的因因素很复复杂，仅仅仅是激激励的出出发点正正确并不不一定会取得得激励的的良好效效果。于于是，从从20世世纪600年代中中期开始始，管理理学激励励理论的的研究向激励过程程延伸，出出现了弗弗鲁姆“期望理理论”。此后后，洛克克和休斯斯等人围围绕目标标这个因因素，提出了了“目标设设置理论论”，而亚亚当斯则则从奖酬酬环节入入手，探探讨激励励过程的的奖酬相相关广冠冠穿大学学不页士学毛毛立论文文我国民民营企月月匕知生生只裂员员口二的的激励研研究因素影响。在在这些研研究成果果的基础础上，波波特和劳劳勒提出出了“综合激激励模式式”，从而而使激励过程更加加具体，激激励理论论变得丰丰富多彩彩。2、经济学学激励理理论概述述近二十年，经经济学关关于激励励理论的的研究迅迅速发展展，形成成了有代代表性的的“代理理理论”、“人力资本本理论”等，这这在一定定程度上上解决了了激励实实践问题题。(1)“代代理理论论”研究的的是企业业内部结结构和企企业成员员之间的的关系，试试图用企企业的管理协调功功能来分分析企业业本质。在在经营权权和所有有权分离离情况下下，由于于管理者者不是企企业的完全所有者者，导致致一方面面管理者者努力的的结果是是他可能能承担全全部成本本而只获获得部分分利润;另一方面，当当管理者者消费额额外收益益时，他他获得全全部收益益而只承承担少部部分成本本，这会会导致管理者热衷衷于额外外消费而而不去努努力工作作。这时时企业的的价值小小于他是是企业完完全所有有者时的的价值，两者者的差额额称为“代理成成本”。按照照格罗斯斯曼和哈哈特等人人开拓的的委托一一一代理理理论，委托人人希望代代理人按按照委托托人的利利益行动动，但委委托人不不能直接接观测到到代理人人选择了了什么行动，所所能观察察到的是是另一些些变量，这这些变量量是由代代理人行行为和其其他共同同因素决决定的。因此，代代理人可可能出现现因追求求自身利利益而与与委托人人利益相相冲突的的“败德行行为”。所以，委托人人关心的的是如何何根据所所能观测测到的变变量来奖奖惩代理理人，以以激励其其采取有有利于委委托人的行动动。这一一理论大大大增强强了人们们对所有有者、管管理者及及员工之之间的内内在关系系以及更更一般的市场场交易关关系的理理解，它它是迄今今为止人人们从经经济学领领域研究究激励问问题最有有效、最最通用的工具具。(2)200世纪660年代代美国经经济学家家舒尔茨茨提出人人力资本本理论，他他认为相相对于其其他形式的投资而而言，人人力资本本投资更更具有特特殊的意意义，原原因在于于人力资资本的产产权属性性。人力力资本产权的的特性表表明人力力资本与与其所有有者具有有不可分分离性，即即人力资资本的自自然属性性。知识、技能及及健康等等只能依依附于作作为个体体的“活生生生的人”才有意意义，因因此人力力资本是是生产要素中唯唯一具有有能动性性的活要要素，是是一种“主生产产”。人力力资本的的自然属属性决定定了个人行为的重重要性，在在研究人人力资本本的问题题时，不不能忽视视个体行行为选择择。首先先，人力力资本的形成绝大大部分取取决于个个人选择择。以教教育培训训投资为为例，个个人是否否追加离离校后教教育投资资依赖于个人人效用函函数、成成本和收收益的比比较。其其次，个个人努力力程度大大小对人人力资本本供给有有着重要的影影响，如如在企业业中，员员工努力力工作会会使人力力资本的的效率提提高，而而一旦偷偷懒则会会导致人力资资本供给给减少。但但是个人人的努力力程度难难以观测测和监督督，需要要激励。正正如周其其仁所指出的，人人力资本本与其所所有者不不可分离离的特性性意味着着即使奴奴隶主也也不能无无视奴隶隶的积广广西大学学硕d二二学位论论文我国国民营司司匕业知知识裂员员工的激激励研究究极性问题幻幻。员工激励因因素的相相关研究究1、关于员员工激励励因素的的定性研研究(1)赫茨茨伯格提提出的各各项激励励影响因因素及其其分类美国心理学学家赫茨茨伯格(19559)在在他经典典的激励励一一保保健理论论中，将将影响员员工工作作积极性和满满意度的的因素分分为激励励因素和和保健因因素两类类:激励励因素主主要是与与工作有有关的因因素，包括成成就感、得得到认可可、工作作本身、责责任感、职职位晋升升和个人人成长等等;保健健因素大大多属于工作作之外的的因素，包包括企业业政策、监监督、与与主管的的关系、与与