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我国中小型高科技企业知识型员工激励与培训研究
其他题名Incentives and training Research of knowledge employees in small and medium high-tech enterprises in China
刘芳
学位类型同等学力硕士
2014-07
学位授予单位中国科学院研究生院
学位授予地点北京
学位专业心理学
关键词中小型高科技企业 知识型员工 激励因素 培训
摘要国际经济的发展进程表明,人类已经进入知识经济的时代,高科技产业的发展水平及高科技企业的产能已经成为衡量国家综合国力的重要指标。对各国高科技企业规模结构进行研究不难发现,中小型高科技企业对高科技产业的发展起到了中流砥柱的作用,日益成为知识经济时代的基石。 显然,高科技企业中掌握和控制知识资本的知识型员工,对于企业的生存和发展具有重大意义。然而大多数中小型科技企业缺乏对知识型员工的充分激励和培训,导致知识型员工效率低下,造成人力资源的浪费。因此了解中小型科技企业知识型员工对各项激励因素(包括接受培训)的需求,提高知识型员工工作效率是中小型科技企业高速发展的重要环节。 本文以中小型高科技企业的500多位知识型员工为研究对象,首先对员工最需要的激励因素、各项激励因素感受度和被激励程度进行问卷调查,利用描述性统计分析得出现阶段中小型高科技企业知识型员工认为22种激励因素中最重要的依次为:薪酬福利、职位晋升、团队合作、管理制度、领导素质、公司前景、人际关系。第二、利用因素分析得出知识型员工的激励因素分为三类:制度激励因素、岗位激励因素和文化激励因素。第三、利用方差分析得出知识型员工的性别、年龄、学历、工龄、司龄、职务、职称和年薪水平对各类激励因素和被激励程度都有不同程度的影响。第四、利用相关分析得出中小型高科技企业知识型员工的制度激励因素、岗位激励因素和文化激励因素与被激励程度都在0.01水平上显著正相关。最后进行了回归分析构建出知识型员工的激励机制模型,得出制度激励因素比岗位激励因素、文化激励因素对被激励程度的解释能力更强,根据模型和访谈结果分析激励和培训中存在的问题,并针对我国中小型高科技企业的知识型员工激励和培训机制提出相应的对策与建议。
其他摘要The international economy development process indicates that human has entered the era of knowledge economy, the development of high-tech industries and the production capacity of the high-tech enterprises has become the important measure of comprehensive national strength index. By studying the scale and structure of high-tech enterprise in all countries we can easily find that small and medium high-tech enterprises play a mainstay function in the development of high-tech industries, and increasingly become the foundation of knowledge economy era. Obviously, the knowledge employees who grasp and control the intellectual capital in high-tech. company are very important for the survival and development of company. However, the lack of fully motivation and training on knowledge employees in most of the small and medium high-tech enterprises lead to low efficiency of the knowledge employees and the waste of human resources. So identifying the motivation and training needs of knowledge employees and improving the work efficiency of knowledge employees is an important part of the rapid development process in small and medium high-tech enterprises. This paper focused on more than 500 knowledge employees of small and medium high-tech enterprises for the study, firstly to survey most important motivation , motivational factors and incentive degrees of employees, by descriptive statistical analysis , knowledge employees of small and medium high-tech enterprises at this stage have believed that the most important motivators of 22 kinds motivators were: salaries and benefits, job promotion, teamwork, management systems, leadership qualities, its prospects and relationships. Secondly, the use of factor analysis resulted motivators of knowledge employees have been divided into three categories: institutional incentives, job incentives and cultural incentives. Thirdly the use of variance analysis resulted knowledge employees' gender, age, education, work age, company age, position, title and salary took different effect on various types of incentives and the incentive degrees. Fourthly the use of correlation analysis resulted that institutional incentives, job incentives and cultural incentives of knowledge employees have been significant positive correlation with incentive degrees at the 0.01 level. Finally, the use of regression analysis built a model of knowledge employees incentives, resulted that institutional incentives have been stronger than job incentives and cultural incentives on level of explanation, and gave the corresponding countermeasures and suggestions by the incentives and training system based on the model of knowledge employees of small and medium high-tech enterprises and analysis of the problems in incentives and training according to interviews. 
学科领域应用心理学
语种中文
文献类型学位论文
条目标识符http://ir.psych.ac.cn/handle/311026/20590
专题社会与工程心理学研究室
作者单位中国科学院心理研究所
推荐引用方式
GB/T 7714
刘芳. 我国中小型高科技企业知识型员工激励与培训研究[D]. 北京. 中国科学院研究生院,2014.
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