非经济性报酬与知识型员工工作绩效的关系研究

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浙江财经学院硕士学位论文

摘要

知识型员工是企业最宝贵的财富，他们的工作态度、行为和绩效极大地制约

着企业的命运。传统的经济性报酬作为总报酬的核心组成部分，对于满足员工的

需求，实现对员工的灵活性、弹性化激励，对影响和控制员工的工作绩效具有极

其重要的作用，但随着经济的发展，社会的进步，员工对物质文化的需求日渐呈

现出多样化的趋势，如何通过更有效、更经济的手段，全面有效地激励知识型员

工，改善其长久的绩效？这是今天很多企业面临的重要挑战之一。

本研究在以往学者对员工工作绩效研究的基础上，以知识型员工为对象，将

研究视角转向了非经济性报酬，运用扎根理论深入探析了非经济性报酬所包含的

主要因素，并构建了相应的理论模型。在此基础上，探讨了非经济性报酬激励因

素对知识型员工工作绩效四个维度的影响路径和影响机制。本研究经历了四个月

的实证调研，对不同职位、不同企业的员工进行了深入访谈，收集了大量的实证

访谈数据，从不同行业的知识型员工收集有效问卷 184 份，研究过程和数据来源

具有一定的科学依据。

本项研究的主要内容为非经济性报酬因素探索及其与知识型员工工作绩效的

关系研究，其主要内容和研究结论如下：

采用文献分析法，梳理以往研究者对非经济性报酬和工作绩效的研究成果，

在此基础上确定研究对象为知识型员工，阐述工作绩效的维度划分、概念界定和

测量量表，并指出非经济性报酬与工作绩效的研究甚少。随后采用扎根理论的研

究方法，对非经济性报酬包含因素进行探索分析，通过对研究对象的深入访谈，

收集原始资料，经过三级编码译码程序，识别出非经济性报酬包含的因素，最后

确定为三个维度 7大类，并构建非经济性报酬与知识型员工工作绩效的影响理论

模型和提出研究假设。

采用统计学方法，通过对收集到的有效问卷的样本结构进行信度、效度检验、

因子分析等对上一步骤中得到的 7个因素进行统计验证，同时运用结构方程模型

对影响路径进行验证分析。

通过上述研究，本文得出以下几点结论：

1.非经济性报酬包含因素可以分为 7类，分别是：职业发展机会、个人成长发

展、自我相关匹配、工作特征意义、企业整体形象、工作客观环境、公平和谐组

织。

浙江财经学院硕士学位论文

2.人口统计学变量中的性别变量对工作绩效的四个维度中的学习绩效部分有

显著影响；年龄变量、学历变量、工作年限变量均对工作绩效的四个维度中的任

务绩效和学习绩效部分有显著影响；企业类型变量对工作绩效的四个维度中的创

新绩效部分有显著影响；职位变量对工作绩效的四个维度中的创新绩效和学习绩

效部分有显著影响；行业性质变量对工作绩效的四个维度中的学习绩效部分有显

著影响。

3.通过结构方程模型的构建和分析，本研究探析出非经济性报酬各因素对知识

型员工工作绩效的影响路径。其中个人成长发展和公平和谐组织两个因素对知识

型员工工作绩效的四个维度均有显著影响，其余五类因素对工作绩效维度部分有

显著影响。

4.在现实社会背景下，非经济性报酬已经成为知识型员工工作绩效的重要影响

因素，但非经济性报酬要素维度对其绩效的影响效果是不同的。

论文强调，企业为了提高薪酬对知识型员工的激励效果，不仅要重视非经济

性报酬管理，还应该针对不同类型的知识型员工采取不同的非经济性报酬管理策

略。

关键词：非经济性报酬；知识型员工；工作绩效；扎根理论

浙江财经学院硕士学位论文

ABSTRACT

The knowledge workers are enterprise's most precious wealth, their work attitude,

behavior and performance greatly restricts the fate of the enterprise. The traditional

economic compensation as the core component of total compensation, to meet the needs

of workers and realize the flexibility of the workers, flexiblization of incentives, having

extremely vital role on the influence and control of workers’ performance. but with the

development of economy, the progress of the society, the needs about material culture of

workers presents a diversification trend, how to overall effectively motivate the

knowledge workers, improve their long-term performance through the more effective

and more economical means? This is one of the important challenges many enterprises

face today.

This study in workers' job performance field based on the previous research, with

the knowledge workers as the research object, the research perspective turns to

non-economic reward, using the grounded theory to deeply analyze the contains factors

of non-economic reward, and establish the corresponding theoretical model. On this

basis, it explores the influence path and influence mechanism between non-economic

compensation incentive factors and knowledge workers’ performance. This research has

experienced four months of empirical research, making in-depth interview on different

position and different enterprise workers, and collecting a large number of empirical

interview data, collecting 184 effective questionnaires of knowledge workers in

different industries, so the study process and data sources have certain scientific basis

The main content of this study is exploring the contains of non-economic reward,

and the relationship with knowledge workers’ performance, its main content and

research conclusion are as follows:

Combing previous researchers’ results about the non-economic reward and

performance by literature analysis, based on this, determining the research object are

knowledge workers, this paper expounds work performance dimension classification,

concept definition and measurement scale, and pointing out that the research between

non-economic reward and job performance was very little. Then choosing the grounded

theory research method, exploring and analyzing the factors of non-economic reward,

through the in-depth interview of research object, collecting original material, through

the three-level code decoding procedures, identify the factors of non-economic reward

includes, and finally determine three dimensions and 7 categories, and construct the

浙江财经学院硕士学位论文

VII

influence theory mode between non-economic reward and the knowledge workers and

propose the research hypotheses.

Making statistics verification of the seven factors analysis on the last step of the

effective questionnaire’ sample structure reliability, validity, factor analysis, at the same

time verify influence path analysis by using the structural equation model.

Through the above research, this paper draw the following conclusion:

1. Non-economic reward contains factors can be divided into seven categories:

opportunities for career development, personal growth and development,

self-correlation matching, the meaning of job characteristics, overall image of enterprise,

work objectively environment, fair and harmonious organization.

2. The gender dimension of demography variables has obvious influence on

learning performance of work performance; The dimension of age, degree, work

experience have obvious influence on task performance and learning performance of

work performance; The dimension of enterprise type has obvious influence on

innovation performance of work performance; The dimension of position has obvious

influence on innovation performance of work performance; The dimension of industry

nature has obvious influence on learning performance of work performance;

3. Through the construction and analysis of structural equation modeling, this

study probe into the influence path between various factors of non-economic reward and

knowledge workers’ performance. And two factors of development of personal growth

and equitable harmony organization have significant effects on the four dimensions of

knowledge workers’ performance, the remaining five categories of factors have a

significant impact on the part of job performance dimensions.

4. In the context of social reality, non-economic reward has become an important

factor on knowledge workers’ performance, but the influence effect is different.

The paper stressed that in order to improve the effectively motivate of

non-economic reward on knowledge workers, enterprise not only should pay attention

to non-economic reward management, but also should focus on different types of

knowledge workers, and put forward corresponding suggestions.

Keywords: non-economic reward; knowledge workers; job performance; grounded

theory

浙江财经学院硕士学位论文

VIII

第1章绪论 .................................................................................................................... 1

1.1 研究背景 ............................................................................................................. 1

1.2 研究目的及研究意义 ......................................................................................... 3

1.3 研究内容 ............................................................................................................. 4

1.4 研究思路及技术路线图 ..................................................................................... 5

1.5 研究可能的创新点 ............................................................................................. 7

第2章国内外研究现状 ................................................................................................ 8

2.1 知识型员工相关文献综述 ................................................................................. 8

2.2 非经济性报酬相关概念文献综述 ....................................................................11

2.3 工作绩效相关文献综述 ................................................................................... 14

第3章研究假设、研究方法及数据来源 .................................................................. 19

3.1 研究假设 ........................................................................................................... 19

3.2 研究方法 ........................................................................................................... 19

3.3 数据来源 ........................................................................................................... 24

第4章非经济性报酬因素探析—基于扎根理论的实证研究 .................................. 26

4.1 理论性抽样 ....................................................................................................... 26

4.2 资料分析编码 ................................................................................................... 27

第5章研究设计与人口统计学变量对工作绩效的影响分析 .................................. 37

5.1 研究目的 ........................................................................................................... 37

5.2 研究方法 ........................................................................................................... 37

5.3 问卷设计与数据获取 ....................................................................................... 38

5.4 调查问卷的测量学特性分析 ........................................................................... 41

5.5 人口统计学变量对员工工作绩效的影响分析 ............................................... 46

5.6 本章小结 ........................................................................................................... 56

第6章非经济性报酬与工作绩效模型构建及实证检验 .......................................... 57

6.1 非经济性报酬与工作绩效总结构方程模型构建与实证检验 ....................... 57

6.2 非经济性报酬 7个范畴与工作绩效四维度结构方程模型构建 ................... 64

第7章结论与建议 ...................................................................................................... 85

7.1 研究结论 ........................................................................................................... 85

7.2 研究成果的实践意义 ....................................................................................... 87

7.3 强化非经济性报酬管理，提高企业知识型员工工作绩效的对策和建议 ... 88

7.4 研究不足及展望 ............................................................................................... 90

参考文献 ........................................................................................................................ 91

附录一访谈提纲 .......................................................................................................... 95

附录二非经济性报酬与知识型员工工作绩效绩效关系调查表 .............................. 96

浙江财经学院硕士学位论文

附录三扎根理论开放性编码表 .................................................................................. 99

附录四研究生期间发表的论文及参与的科研项目 .................................................114

致谢 ...............................................................................................................................115

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摘要：

浙江财经学院硕士学位论文IV摘要知识型员工是企业最宝贵的财富，他们的工作态度、行为和绩效极大地制约着企业的命运。传统的经济性报酬作为总报酬的核心组成部分，对于满足员工的需求，实现对员工的灵活性、弹性化激励，对影响和控制员工的工作绩效具有极其重要的作用，但随着经济的发展，社会的进步，员工对物质文化的需求日渐呈现出多样化的趋势，如何通过更有效、更经济的手段，全面有效地激励知识型员工，改善其长久的绩效？这是今天很多企业面临的重要挑战之一。本研究在以往学者对员工工作绩效研究的基础上，以知识型员工为对象，将研究视角转向了非经济性报酬，运用扎根理论深入探析了非经济性报酬所包含的主要因素，并构建了相应的理论...

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