科学技术是第一生产力，在知识经济时代，经济的高速发展离不开科技，近 年来，我国科学技术不断发展，社会产业结构正在从劳动密集型、资金密集型转 型为技术密集型，要顺利的从中国制造转型为中国质造，虽然任务艰巨，路途遥 远，但知识创新是发展的基础，市场对于创新型知识的包容度和接受程度也在不 断提升，国内科技型民营公司取得了长足发展，华为、大疆、腾讯、阿里巴巴， 这些企业都是以知识为发展之本，一步步发展为行业巨头，走出国门，光耀世界， 而它们的成功，关键在于一个特殊的劳动力群体-知识型员工。他们相较于一般 员工来说，受传统契约的影响较小，对于心理契约层面则有高度的认同感，他们 有着丰富的从业知识，主动的创新态度和极强的发展理念，所以，对于知识型员 工的激励也必须区别于一般员工，从心理契约视角来窥探知识型员工的激励优化 则逐渐成为人力资源管理学科的新研究趋势。 本文以心理契约理论、激励理论等多种人力资源管理理论为基础，针对知识 型员工进行激励工作的探究，采用国内外综合文献分析、设计调查问卷组织开展 满意度和重要度调查以及深度访谈等调研手段，整理分析 FD 公司知识型员工的 激励现状及存在的问题，从心理契约理论的三个维度，即交易维度、发展维度和 关系维度梳理归类问题，交易维度存在的主要问题是知识型员工认为现行的绩效 考核方案缺乏公平均衡性，关系维度存在的问题主要是公司文化氛围较差、领导 个人能力不足和工作环境没有达到要求等三法方面，发展维度存在的主要问题就 是培训需求得不到满足、晋升渠道存在天花板效应、职业发展受限等。之后，在 该公司知识型员工对激励因素的满意度和重要度分析的基础上，依旧从交易、发 展、关系三个维度提出 FD 公司知识型员工的激励设计方案，一是实行差异化的 绩效考核设计方案，二是建立绩效考核约束机制；三是提高知识型员工工作环境 的体验；四是营造浓厚的企业文化氛围；五是构建完整的员工培训体系；六是为 知识型员工提供稳健的职业发展平台。 关键词，心理契约；知识型员工；激励理论；激励设计Abstract Science and technology are the primary productive forces. In the era of knowledge economy, the rapid development of economy is inseparable from science and technology. In recent years, China's science and technology have continued to develop, and the social industrial structure is transforming from labor-intensive and capital-intensive to technology-intensive. The transformation from Chinese manufacturing to Chinese quality, although the task is arduous, the road is far away, but knowledge innovation is the basis of development, the market's tolerance and acceptance of innovative knowledge is also constantly improving, domestic technology-based private companies have made great progress. Huawei, Dajiang, Tencent, Alibaba, these enterprises are all based on knowledge, develop into industry giants step by step, go abroad and shine the world, and their success lies in a special labor force group - knowledge type Staff. Compared with the general employees, they are less affected by the traditional contract, and they have a high sense of identity on the psychological contract level. They have rich knowledge, active innovation attitude and strong development concept. Therefore, for knowledge The incentives of type employees must also be different from those of ordinary employees. From the perspective of psychological contract, the incentive optimization of knowledge workers has gradually become a new research trend of human resources management disciplines. Based on various human resource management theories such as psychological contract theory and incentive theory, this paper explores the motivation work of knowledge workers, and uses domestic and foreign comprehensive literature analysis and design questionnaires to organize satisfaction and importance surveys and in-depth interviews. Research methods, collating and analyzing the motivation status and existing problems of FD company's knowledge workers, combing the classification problem from the three dimensions of psychological contract theory, namely transaction dimension, development dimension and relationship dimension,the main problem of transaction dimension is knowledge type Employees believe that the current performance appraisal program lacks fairness and balance. The problems in the relationship dimension are mainly the three aspects of the company's cultural atmosphere, lack of leadership personal ability and work environment. The main problem in the development dimension is the training needs. Less than satisfaction, promotion channels have ceiling effects, limited professional development. After that, based on the satisfaction and importance analysis of the motivational factors of the company's knowledge workers, the incentive design of FD company's knowledge workers is still proposed from the three dimensions of transaction, development and relationship. The first is to implement differentiated performance. The design of the assessment plan, the second is to establish a performance appraisal and restraint mechanism; the third is to improve the experience of the knowledge workers' work environment; the fourth is to create a strong corporate culture; the fifth is to build a complete staff training system; the sixth is to provide a robust staff for knowledge workers. Career development platform. Key words: psychological contract,Knowledge worker,motivation theories,incentive designI 目 录 1.绪 论 ...........................................................1 1.1 研究背景 ....................................................1 1.2 研究意义 ....................................................2 1.2.1 理论意义 ..............................................2 1.2.2 实践意义 ..............................................2 1.3 国内外研究现状及综述 ........................................2 1.3.1 国外研究现状 ..........................................2 1.3.2 国内研究动态 ..........................................5 1.3.3 研究综述..............................................5 1.4 研究方法及内容 ..............................................6 1.4.1 研究方法 ..............................................6 1.4.2 研究内容 ..............................................6 1.4.3 技术路线 ..............................................7 2.基本概念及理论 ...................................................8 2.1 心理契约理论 ................................................8 2.1.1 心理契约的定义........................................8 2.1.2 心理契约的内容........................................9 2.2 知识型员工概念 ..............................................9 2.2.1 知识型员工的定义......................................9 2.2.2 知识型员工的特征.....................................10 2.3 激励理论 ...................................................12 2.3.1 激励的定义...........................................12 2.3.2 双因素理论...........................................12 2.3.3 马斯洛的需求层次理论.................................13 2.3.4 公平理论.............................................14 3.FD 公司知识型员工激励现状及问题分析..............................16 3.1 FD 公司基本现状 ............................................16 3.1.1 FD 公司简介 ..........................................16II 3.1.2 FD 公司员工构成分析 ..................................16 3.2 FD 公司知识型员工激励现状分析 ..............................20 3.2.1 薪酬及福利激励制度 ...................................20 3.2.2 晋升激励制度.........................................21 3.2.3 培训激励制度.........................................23 3.3 FD 公司知识型员工调查问卷设计及实施情况 ....................24 3.3.1 满意度调查问卷设计 ...................................24 3.3.2 问卷调查情况.........................................24 3.4 FD 公司知识型员工激励因素重要度分析 ........................25 3.4.1 知识型员工对心理契约激励因素总体重要度分析...........25 3.4.2 不同年龄阶段的知识型员工的心理契约激励因素重要度分析.27 3.5 基于心理契约理论的 FD 公司知识型员工激励存在问题分析........28 3.5.1 交易维度激励措施存在的问题...........................28 3.5.2 关系维度激励措施存在的问题 ...........................30 3.5.3 发展维度激励措施存在的问题 ...........................32 4.基于心理契约理论的 FD 公司知识型员工激励设计 .....................35 4.1 基于心理契约理论的 FD 公司知识型员