分类号： F272密级：公开
学校代码：11065学号：2019025554
专业硕士学位论文
（统招非全日制）
C 公司知识型员工激励策略优化研究
作者姓名 栾慧敏
指导教师 徐哲根 教授
专业领域 工商管理
培养单位 商学院
答辩日期2022 年 5 月 28 日 C 公司知识型员工激励策略优化研究
摘要
伴随着我国经济发展的稳步向前，制造业作为实体经济的重要组成部分，对推动
经济发展的作用日益凸显，其高质量发展已成为经济发展的重头戏，但近几年受新冠
疫情的冲击，国际环境动荡，使得全球经济低迷，这对制造企业的健康发展提出了更
大的挑战。与此同时，知识经济的发展使得知识型员工成为企业的核心力量，知识型
员工的储备量成为企业实力的代表。随着社会经济的快速发展，科技水平的不断进步，
使得知识型员工的需求水平也有了很大的提升，造成企业间的人才竞争加剧。然而部
分企业的人力资源管理观念比较落后，导致现有的激励策略与知识型员工的实际需求
难以对接，使得企业人才流失现象严重。如何制定有效的激励策略，吸引和留住人才，
增强企业的竞争实力，激发知识型员工的创造活力和工作积极性，使知识型员工在实
现个人价值的同时为企业创造出更大的效益，已成为企业需要认真探索的问题。
本文选取 C 公司为研究对象，在了解了知识型员工的特征，国内外的激励理论以
及关于激励知识型员工方面文献著作的基础上，通过调查问卷和访谈的方式对C 公司
现有的激励策略展开调查研究。在研究了 C 公司现有激励策略，结合对所收集调查数
据的分析之后，发现 C 公司存在以下五个问题：薪酬福利激励效果不理想、绩效考核
制度不够科学、职位晋升渠道不畅通、员工培训制度不完善、企业文化建设落后，整
个激励制度公平性缺失较为严重。导致知识型员工满意度低，忠诚度低，人才流失率
高的重要原因是，领导重视程度不够，缺少“以人为本”的人力资源管理理念；制度
执行不到位，监督环节缺失；长期激励不足。针对其存在的问题提出了相应的解决措
施，从优化薪酬福利制度，完善绩效考核制度，建立科学的晋升制度，优化培训体系，
加强企业文化建设五个方面对 C 公司的激励制度进行优化。为了保障这些激励措施能
够顺利实施并取得较好效果，本文还从转变人力资源管理理念、加强组织制度建设、
加大宣传力度三个方面提出了保障措施。
总之，本文针对 C 公司在知识型员工激励策略方面存在的问题并进行深入的原因
分析，并提出的具体措施，为解决 C 公司知识型员工流失的问题提供帮助，也为提高
知识型员工工作的主动性和创造活力提供了参考，有助于企业管理者进一步掌握知识
型员工的特点，加强企业人力资源管理，提升知识型员工对企业的认可度和忠诚度，
促进企业的可持续发展。对其他国有制造企业加强对知识型员工的管理也有很强的借
鉴意义。
关键词：制造型企业；知识型员工；激励；激励策略
I 青岛大学硕士学位论文
Research on the incentive Strategy optimization of knowledge workers in
C Company
Abstract
With the steady progress of China;s economic development, manufacturing industry, as
an important part of the substantial economy, plays an increasingly prominent role in
promoting economic development, and its high-quality development has become the focus of
economic development.However, in recent years, due to the impact of COVID-19 and
turbulence in the international environment, the global economy is in a downturn, which
poses a greater challenge to the healthy development of manufacturing enterprises.At the
same time, the development of knowledge economy makes knowledge workers become the
core strength of enterprises, and the reserve of knowledge workers becomes the
representative of enterprise strength.With the rapid development of society economy，the
continuous progress of science and technology level, the demand level of knowledge
workers has also been greatly improved, resulting in intensified talent competition among
enterprises.However, the backward concept of human resource management in some
enterprises makes it difficult to connect the existing incentive strategies with the actual needs
of knowledge workers, which makes the brain drain of enterprises serious.How to formulate
effective incentive strategies, attract and retain talents, enhance the competitive strength of
enterprises, stimulate the creative vitality and work enthusiasm of knowledge employees,
to make knowledge employees realize their personal value, then create greater benefits for
enterprises,has become a problem that enterprises need to explore seriously.
This paper selects C company as the research object.On the basis of understanding the
characteristics of knowledge workers, incentive theories and literature works on motivating
knowledge workers at home and abroad, the existing incentive strategies of C company are
investigated by questionnaire and interview.After studying the C company existing incentive
strategy, combined with analysis of the collected survey data, found that C company has the
following five problems: salary, welfare incentive effect is not ideal, not enough scientific
performance appraisal system, promotion channel is not smooth, staff training system is not
perfect, the construction of enterprise culture is backward,lack of fairness of the whole
incentive system is serious.The main reasons for the low satisfaction, low loyalty and high
talent turnover rate of knowledge workers are that the leaders do not pay enough attention to
them,lack the "people-oriented" human resource management concept, the implementation
II 青岛大学硕士学位论文
of the system is not in place,the supervision link is missing,long-term incentives are
inadequate.In view of the existing problems, this paper puts forward corresponding solutions
to optimize the incentive system of C Company from the following five aspects: optimizing
the compensation and welfare system, perfecting the performance appraisal system,
establishing a scientific promotion system, optimizing the training system and strengthening
the construction of enterprise culture.In order to ensure the smooth implementation of these
incentive measures and achieve good results, this paper also puts forward the guarantee
measures from three aspects: changing the concept of human resource management,
strengthening the construction of organizational system and strengthening the publicity.
In short, this paper makes an in-depth analysis on the problems existing in the incentive
strategy of knowledge workers in C Company, and puts forward specific measures to help
solve the problem of the loss of knowledge workers,also to improve the knowledge staff
work provides reference of the initiative and creativity, help enterprise managers to further
grasp the characteristics of knowledge workers, strengthen the enterprise human resources
management, improve knowledge staff recognition and loyalty to the enterprise, promote
enterprise;s sustainable development. It also has a strong reference significance for other
state-owned manufacturing enterprises to strengthen the management of knowledge workers.
Keywords: C company; knowledge workers; incentive; incentive strategy
III 青岛大学硕士学位论文
目录
第 1 章 绪论 .............1
1.1 研究背景和意义 ..........1
1.1.1 研究背景 .......... 1
1.1.2.研究意义 ..........1
1.2 文献综述 .........2
1.2.1 国外研究现状...... 2
1.2.2 国内研究现状...... 3
1.2.3 研究评述 .......... 5
1.3 研究内容与方法 ..........6
1.3.1 研究内容 .......... 6
1.3.2 研究方法 .......... 7
1.4 创新点 ...........8
第 2 章 相关概念及理论基础 ......9
2.1 相关概念 .........9
2.1.1 知识型员工........ 9
2.1.2 激励 ....... 9
2.2 知识型员工的特点 .......10
2.3 激励理论 ........11
2.3.1 内容型激励理论 .......... 11
2.3.2 过程型激励理论 .......... 12
2.3.3 行为改造型激励理论 ...... 13
第 3 章 C 公司知识型员工激励现状...... 14
3.1 公司简介 ........14
3.2 C 公司知识型员工结构特点......14
3.2.1 岗位结构特点............ 15
3.2.2 年龄结构特点............ 15
3.2.3 学历结构特点............ 16
3.2.4 工作年限特点............ 17
3.2.5 性别结构特点............ 17
3.3 C 公司对知识型员工的激励策略 .........18
3.3.1 薪酬激励 ......... 18
3.3.2 绩效考核激励............ 19
IV