知识密集型企业人才激励模型设计

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摘要

知识经济时代，企业的生存和发展将更多的取决于知识的拥有、创造和利用。

知识型员工成为企业创造价值的重要驱动力量。尽管知识密集型企业已经意识到

知识型员工的重要性，但是目前却无法建立起对知识型员工行之有效的激励制度，

以推动知识员工的知识创新，实现企业的持续经营和发展。因此，如何建立起有

效的知识型员工激励制度成了企业和学术界急待解决的问题。本文旨在提出适用

于知识型员工的激励模型，为制度的设计提供参考。

本文首先在分析知识经济时代下的知识密集型企业的新特征和知识员工的需

求特点的基础上，探讨了知识员工管理激励新挑战。然后分析知识型企业激励现

状以及产生的原因，总结了知识密集型企业激励应当遵循的基本原则，研究设计

了知识员工股票期权激励模型和基于心理契约的激励模型。最后结合案例，分析

并评价它们在实际中的应用效果。

相比于普通员工，知识员工的复合型需求更加个性化，多元化，同时满足的

标准也更高；此外，目前对知识员工的激励难以达到理想的效果。一方面是由于

传统激励制度已经相当成熟完善了，和企业本身的管理制度结合已经十分紧密了，

同时传统的激励观念也深入人心了；另一方面，知识经济时代的快速到来，给予

管理者调整时间太短暂，导致对知识经济时代出现的新事物的实质把握不准确，

不加区别推行激励措施。因此，设计基于知识经济时代特点的激励制度，是有效

提高知识员工激励水平的根本出路。尽管本文设计股票期权激励和基于心理契约

的知识员工激励模型还比较粗糙，但在宏观上符合了知识经济时代的特点和知识

员工的特征，实现了激励观念的转变，在提高知识员工激励水平上已经展现出发

展的潜力。

关键词：知识密集型企业知识型员工激励模型

ABSTRACT

In the era of knowledge-based economy, the survival and development of

enterprise will be depended on the possession, creation and utilization of knowledge.

Knowledge worker is becoming the most important driving power of Value-creation of

any enterprise. Even though realizing the important or knowledge worker, most

knowledge-intensive enterprises cannot work out an effective motivation system to

promote the knowledge workers. With such a system, the enterprise can achieve the

persistence operation and development by spiriting up the knowledge innovation of its

knowledge worker. Therefore, how to establish effective motivation system of

knowledge worker is an urgent-solving problem for enterprise and academia to

settle .the objective of this research is to design effective motivation model for

knowledge worker as reference of system design.

Firstly, on the basic of analyzing new character of knowledge-intensive enterprises

during the knowledge era and motivational factors of knowledge worker, this thesis

discusses new challenges for managing and motivating knowledge worker. then

analyzes present condition of motivation about knowledge-intensive enterprises and

the cause, summarizes basal principles of motivation which knowledge-intensive

enterprises should be conformed to, researches and designs motivation models of stock

options and based on psychological contract for knowledge worker. Finally, analyses

and evaluate their effects in practical application through the case.

Compared with the general staff, multiple demand of knowledge worker is more

individuation and diversification, also have higher standards. In addition, the motivation

for knowledge workers is difficult to achieve the desired results. This is because the

traditional motivation system has been quite mature and perfect, which integrated with

the management system of the enterprise close, while the traditional concept of

motivation has been accepted for long time; The other side, the rapid advent of the

knowledge-based economy era results in that the managers did not had enough time to

adjust, so that deal with new thing of era of knowledge-based economy still from

traditional perspective In many respects, not grasp the essence behind, carry out

motivation measures indiscriminatingly. Therefore, the design of an motivation system

based on the characteristics of the era of knowledge economy, is the fundamental way

for improving motivated level of knowledge workers. Motivation models of knowledge

worker about stock options and based on psychological contract are still relatively crude,

but they accord with the characteristics of the era of knowledge economy and features

of the knowledge workers, make the concept of motivation transform, show

development potential on improving motivated level of knowledge workers.

Key Words: Knowledge-intensive Enterprises, Knowledge Workers,

Motivation Model

摘要

ABSTRACT

第一章绪论 .................................................................................................................1

§1.1 课题提出的背景和研究意义 ............................................................................1

§1.2 激励理论发展沿革 ............................................................................................2

§1.2.1 组织行为学对激励问题的研究 ..................................................................2

§1.2.2 经济学对激励问题的研究 ..........................................................................5

§1.3 知识员工激励国内外研究文献综述 ................................................................6

§1.3.1 国外研究综述 ..............................................................................................6

§1.3.2 国内研究综述 ..............................................................................................9

§1.4 论文的总体设计 ...............................................................................................11

§1.4.1 本文的研究思路 ........................................................................................11

§1.4.2 本文的研究内容 ........................................................................................11

§1.4.3 研究的切入点 ............................................................................................12

第二章知识密集型企业人才研究 ...........................................................................13

§2.1 知识密集型企业涵义和特征分析 ...................................................................13

§2.2 知识密集型企业人才的界定 ...........................................................................14

§2.3 知识员工概述 ...................................................................................................15

§2.3.1 知识员工的定义 ........................................................................................15

§2.3.1 知识员工的特征分析 ................................................................................15

§2.4 知识员工激励因素分析 ..................................................................................18

§2.4.1 玛汉·坦姆仆的知识员工激励因素研究 ................................................18

§2.4.2 关于 Zingheim 的4个重要的知识员工激励因素 ................................. 19

§2.4.3 安盛咨询公司关于知识员工激励因素研究 ............................................20

§2.4.4 中国学者的知识员工激励因素实证研究 ................................................20

§2.4.5 知识员工复合型需求分析 ........................................................................20

§2.5 知识员工激励新挑战 ......................................................................................22

第三章知识密集型企业知识员工激励现状分析 ...................................................25

§3.1 知识密集型企业激励存在的问题 ..................................................................25

§3.2 原因探析 ...........................................................................................................27

§3.3 知识经济时代下知识密集型企业激励基本原则 ..........................................29

§3.3.1 战略性激励原则 ........................................................................................29

§3.3.2 知识资本化激励原则 ................................................................................30

§3.3.3 推动知识管理激励原则 ............................................................................30

§3.3.4 自主性激励原则 ........................................................................................31

§3.4 当前知识员工激励研究的两个重要发展方向 ...............................................31

§3.4.1 知识员工分享企业剩余权 ........................................................................32

§3.4.2 知识员工与企业之间建立心理契约 ........................................................35

第四章知识密集型企业人才激励模型设计 ...........................................................37

§4.1 基于股票期权的知识员工激励模型设计 .......................................................37

§4.1.1 知识密集型企业实施股票期权激励可行性分析 ....................................37

§4.2.1 知识员工股票期权数学激励模型 .............................................................39

§4.2 基于心理契约的知识员工激励模型 ..............................................................42

§4.2.1 心理契约的发展过程研究 ........................................................................42

§4.2.2 知识经济下的知识员工心理契约 ............................................................44

§4.2.3 基于心理契约的激励模型设计 ................................................................45

第五章案例分析——百度公司的激励制度 ...........................................................48

§5.1 公司背景简介 ..................................................................................................48

§5.2 以股票期权为核心的薪酬激励制度 ..............................................................48

§5.3 与心理契约相关的激励制度 ...........................................................................49

§5.3.1 基于交易纬度契约的激励制度 ................................................................49

§5.3.2 基于关系纬度契约的激励制度 ................................................................50

§5.3.3 基于团队纬度契约的激励制度 ................................................................51

§5.4 百度公司激励制度评价与分析 ......................................................................52

第六章结论与展望 ...................................................................................................53

§6.1 结论 ..................................................................................................................53

§6.2 展望 ..................................................................................................................54

参考文献 .....................................................................................................................55

在读期间公开发表的论文和承担科研项目及取得成果 .........................................58

致谢 .........................................................................................................................59

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摘要：

摘要知识经济时代，企业的生存和发展将更多的取决于知识的拥有、创造和利用。知识型员工成为企业创造价值的重要驱动力量。尽管知识密集型企业已经意识到知识型员工的重要性，但是目前却无法建立起对知识型员工行之有效的激励制度，以推动知识员工的知识创新，实现企业的持续经营和发展。因此，如何建立起有效的知识型员工激励制度成了企业和学术界急待解决的问题。本文旨在提出适用于知识型员工的激励模型，为制度的设计提供参考。本文首先在分析知识经济时代下的知识密集型企业的新特征和知识员工的需求特点的基础上，探讨了知识员工管理激励新挑战。然后分析知识型企业激励现状以及产生的原因，总结了知识密集型企业激励应当遵循的基本原则，研...

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