摘要
在经济高速发展的时代,企业的人力资源管理面对更多的是研发人员。研发人
员忠诚度的高低对企业的生存发展至关重要,它决定了一个企业竞争强弱。近些年
来,知识型人才流动速度在加快。而研发人员对企业的忠诚度在降低。因此如何对
研发人员进行忠诚度培养,充分发挥他们的潜能,已经成为企业人力资源管理工作
的重点。在研发部门尤其如此,由于各家公司研发部门对优秀研发人才的渴求,外
在报酬基本已达到了所谓的薪酬上限,因此内部报酬就成为了留住优秀研发人员的
关键。本文拟研究研发人员内在报酬与研发人员忠诚度关系,提出相关管理策略以
提高研发人员内在薪酬和其忠诚度。

本文首先通过对以往研究的分析,在相关理论基础上,设计研发人员的忠诚度
和内在薪酬相关问卷,通过对问卷定性分析,明确其对内在薪酬和忠诚度心理;然
后在上述数据基础上,通过回归分析忠诚度与内在薪酬之间的关系,了解其作用机
理;最后,根据回归结果提出相关建议。

关键词:研发人员;内在薪酬;忠诚度
Abstract
In an era of rapid economic development,human resources management to face
more of a R & D personnel. The level of R & D staff loyalty is essential for the survival
and development of enterprises,which determines an enterprise competitive strength of.
In recent years, the knowledge-based talent flow rate is accelerating. R&D personnel in
reducing corporate loyalty. How to R & D personnel loyalty culture, give fiill play to
their potential,has become the focus of tiie work of human resource management
Especially in the R&D sector, due to the desire of the companies R&D department of
the R & D talents, basic extrinsic reward has reached the so-called maximum
remuneration IRR retain good R&D personnel has become a key,so thesis presents a
study of R & D personnel the intrinsic rewards R&D personnel loyalty proposed
management strategies to improve R&D personnel in pay and loyalty.
Firstly this paper,the analysis of past research on the basis of theory, design and R
& D staff loyalty and internal remuneration related questionnaire, qualitative analysis of
questionnaire clear internal remuneration and loyalty psychological; followed on the
basis of the data by regression analysis of the relationship between loyalty and internal
pay to understand its mechanism of action; Finally,according to the regression results
related issues.
Keywords: R&D personnel; internal remuneration; loyalty