本论文在分析国内外激励理论、知识型员工的特征、
SR公司的行业特征和自身企业状况，SR公司科技研发人员特征，对SR
公司的现行的激励机制进行诊断剖析
研究，提出完善原有激励机制，据科技研发人员不同的生涯阶段，不同年龄、性别、
工作年限、层次、需求的差异实施物质激励与非物质激励相结合，即期激励与中长期
激励相结合的综合型激励机制模型。为了确保所设计的激励机制能有效实施，从领导
者、员工、企业文化等角度列出了一系列的保障措施。通过建立的机制能解决目前科
技研发人员短缺，创造力不够、归属感不强等问题，培养“一伙人”一起干，与企业
同发展，共进退。
【关键词】
公司 知识型员工 激励机制 综合模型
作 者：景 莉
指导老师：袁勇志SR
II
The Research of Motivation Mechanism Construction of SR
Company Knowledge Worker
Abstract
Currently, the talent competition is a key factor of enterprises’ contest. Man’s wisdom,
knowledge and technology decide the technology progress and innovation of enterprises.
SR is the high-tech company integrated with R&D, sales and service, which products about
LED chip package, lighting products, power supply, lithium iron phosphate battery and its
management system, and so on. Oriented by the LED lighting applications, the productions
are related to indoor lighting, commercial lighting and outdoor lighting fields. The new
researched product G4 is international leading, which will be used widely with good
prospect applications. SR is expected to become the excellent suppliers of Power Lithium
Battery with its management system used in Car, electric vehicles, energy storage,
photovoltaic system, consumer electronics, mobile devices and other fields. Above all, SR
has a strong competitive ability. “To create Chinese Tesla” and “To create a respected
enterprise” are mission and vision of SR Company, which need to make knowledge worker
especially R&D intelligent people as a key issue to improve technology and create
innovation. But how to improve current motivation mechanism and construct an
effective and reasonable motivation mechanism is hurry to solve to stimulate them to get
innovation and sustainable development capability, enhance the core competitiveness.
According to research domestic and abroad useful views about motivation theory, the
characteristics of knowledge workers are combined with SR industry characteristics, its
own management condition, and the especial R&D technology workers’ personnel
characteristics. We have analyzed current motivation mechanism and put forward to
improve it depending on the difference of career stages, age, gender, job level, working
experience, and requirements to design a motivation mechanism with spirit and material
methods, long-term and short-term. In order to ensure that the designed motivate
mechanism can effectively implement, we list a series of measures about leaders,
employees, company culture and so on. Through the establishment of the motivation
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