联系我们

论文查询结果	返回搜索

论文编号：	2235
作者编号：	041934
上传时间：	2010/5/26 10:50:53
中文题目：	基于激励理论的知识员工忠诚度研究
英文题目：	Motivation Knowledge worker Loyalty
指导老师：	于斌
中文关键字：	激励 知识员工 忠诚度
英文关键字：	Motivation Knowledge worker Loyalty
中文摘要：	随着知识经济时代的来临，知识日益成为社会最关键的资源和最基本的生产要素。在这个环境下，企业要生存并保持可持续发展，关键是要通过管理找到知识创造、传播和应用的最佳途径。而知识的产生和应用归根到底离不开高效率和高素质的员工队伍。也就是说，企业之间的竞争最终要靠知识的载体——知识员工来实现，工业经济时代的产业工人将不可避免地被大量从事知识型工作的知识员工所代替。 然而综观现状，因为知识员工消极怠工导致的工作效率下降和因为忠诚度不高导致的员工流失等现象时有发生，给企业带来了严重的后果。那么，企业究竟应该如何应对，才能改变这种状况，提高知识员工忠诚度呢？ 从管理学的角度讲，如果知识员工没有被有效地激励，他们的忠诚度就值得忧虑。企业管理的关键在于发掘、利用和提高知识员工的忠诚度，激发知识员工的工作热情，提高知识员工的创造力与潜能。而这一切，都需要有一个好的内部环境，好的激励体系来支撑。企业应该综合运用各种激励理论，通过多种多样的激励方法和系统有效的激励机制来保证知识员工的满意和忠诚，从而创造出最大的工作绩效，实现企业的生存和可持续发展。 本研究紧扣上述问题，从知识员工的相关概念界定入手，指出了现实中知识员工与一般员工的区别，分析了知识员工的特征。然后对国内外知识员工激励与忠诚度研究理论进行了述评，引出了本研究的中心问题——知识员工忠诚度研究。然后，结合中国实际，对知识员工忠诚度现状进行了深入的分析。进而，分别分析了影响知识员工激励和忠诚度的因素，并据此构建了一个知识员工激励——忠诚度模型。最后，基于激励理论，针对性的对如何提高知识员工的忠诚度提出了策略和建议。
英文摘要：	With the times of knowledge economy coming, knowledge becomes a kind of key resources and the most fundamental production ingredient. The key to exist and develop for corporations is to find the best path that knowledge is created, distributed and applied. Knowledge workers, as the carrier of knowledge, are taking the place with traditional industrial workers. However, the phenomena happen usually that knowledge workers flow to other companies because of low degree of loyalty. Then, how do the firms deal with this problem, and enhance the degree of the loyalty of the knowledge workers? It is known that the degree of knowledge workers should be worried if they are not motivated sufficiently. The key of business management is to motivate knowledge workers properly and make them loyal. All of these need an effective motivation system. The firms should take every kind of motivation theory to retain knowledge workers and keep the firms existing and developing. This paper consists of four parts. Part I defines what a knowledge worker is, analyzes the very different characteristics of them. Part II brings forward a review on theories of motivation and employee loyalty, and the relationship between them. Part III analyzes the current phenomena on the degree of loyalty of knowledge workers. Part IV pays attention to the ingredients of motivator and the factors which can influence the employee loyalty, then constructs a new model, which combines the factors of motivation and these of loyalty. At the end of this dissertation, a conclusion is made, which uses the motivation theories to put forward a series of motivation strategy, including compensation package, job redesign and leadership, career development and corporate culture.
查看全文：	预览  下载(下载需要进行登录)