随着可持续绿色生产概念的不断推进，知识型员工逐渐成为新形势下工程施工企 业实现可持续发展的重要人力资源。科学有效的员工激励机制的构建是工程施工企业 吸引和留住知识型员工，同时充分发掘其工作潜能，最大化提升其工作效率的关键。 本文以 Z 工程公司为例，针对该公司当前知识型员工激励机制存在的问题寻求问 题的内在原因，结合企业内外部环境的特点，试图实现 Z 公司知识型员工激励体系的 优化。本文通过对 Z 工程公司项目部门的全体工程技术人员为调研对象发放问卷，全 面的了解 Z 工程公司当前员工激励机制的现状，分析其存在的问题，剖析其背后的内 在原因，为实现 Z 工程公司现有的员工激励机制的改进提供现实依据。 调查显示，Z 工程公司现有知识型员工激励在总体薪酬满意度、绩效考核制度、 工作环境、知识型员工个体发展以及员工培训等五个方面与当前知识型员工需求现状 存在一定差距，需要进一步改进和优化。本文针对上述五个方面剖析其内在原因，最 终提出相应的改进和保障措施，从而实现了 Z 工程公司知识型员工激励的体系优化。 本文借助调查问卷方法针对 Z 工程公司知识型员工的激励问题展开问卷调查，因 此，样本的代表性可能存在局限性。此外，本文对相关因素的定量分析不足是本文的 另一个不足之处。未来研究可以考虑扩大样本调研的范围，基于大样本调研，针对知 识型员工激励的共性影响因素出发，进行知识型员工激励机制的设计和改进；此外， 未来可以采用因子分析或模糊评价模型等更为客观的定量分析手段，针对知识型员工 激励机制的影响因素进行定量分析，甄别关键影响因素，进行针对性的策略改进，提 高知识型员工激励机制的科学性。 关键词：Z 工程公司，知识型员工，激励问题，激励对策II Research on the incentive problems of knowledge-based employee in Z engineering company Abstract With the continuous promotion of the concept of sustainable green production, knowledge-based employees have gradually become an important human resource for engineering construction enterprises to realize sustainable development under the new situation. The construction of scientific and effective employee incentive mechanism is the key to attract and retain knowledgeable employees in engineering construction enterprises and fully explore their work potential and maximize their work efficiency. Taking Z engineering company as an example, this paper seeks for the internal causes of the problems existing in its current incentive mechanism for knowledge-based employees, and tries to optimize the incentive system for knowledge-based employees of Z company by combining the characteristics of the internal and external environment of the enterprise. By issuing a questionnaire to all the engineering technicians of the project department of Z engineering company, this paper comprehensively understands the current status of the employee incentive mechanism of Z engineering company, and analyzing its existing problems, and its internal causes. That providing a practical basis for the improvement of the existing employee incentive mechanism of Z engineering company. According to the survey, the existing incentive mechanism for knowledge-based employees of Z engineering company has the following problems. First, the general salary satisfaction of knowledge workers is low. Second, the performance appraisal system of knowledge-based employees is not perfect. Third, lack of a good working environment. Fourth, Z engineering company neglected the individual development of knowledge-based employees. Fifth, staff training needs to be strengthened and deepened. In view of these problems, this paper proposes targeted improvement measures from the following five aspects, which include improving salary and welfare level and perfecting salary structure system, optimizing performance appraisal system, and improving work environment, improving career development mechanism and improving training mechanism. Finally, theIII corresponding safeguard measure is taken to ensure the corresponding knowledge employee incentive mechanism improvement strategy gets the sufficient policy safeguard. This paper only focuses on the incentive problem of knowledge-based employees in Z engineering company and fails to consider the problems related to non-knowledge-based employees, which is the limitation of the shortcomings of this study. In addition, this paper finished mainly based on questionnaire method, and the deficiency of quantitative analysis is another deficiency of this paper. Future research can consider from the perspective of the company as a whole, and design and improve the corresponding incentive mechanism according to the different characteristics of knowledge-based and non-knowledge-based employees. In addition, more objective quantitative analysis methods such as fuzzy evaluation model or structural equation can be adopted to analyze the influencing factors of employee incentive mechanism design in engineering construction enterprises. By identifying the key influencing factors, targeted strategy improvement can ensure more scientific and reasonable design of employee incentive mechanism. Key Words: Z engineering company, knowledge worker, incentive problems, incentives countermeasuresIV 目录 摘要....................................................................................................................................... 1 Abstract..................................................................................................................................II 第 1 章 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 国内外研究综述 .................................................................................................... 3 1.3.1 国外研究综述 .............................................................................................. 3 1.3.2 国内研究综述 .............................................................................................. 4 1.3.3 国内外研究评述 .......................................................................................... 5 1.4 研究内容与方法 .................................................................................................... 5 1.4.1 研究内容 ...................................................................................................... 5 1.4.2 研究方法 ...................................................................................................... 7 1.5 论文创新点 ............................................................................................................ 7 第 2 章 相关概念与理论基础............................................................................................. 9 2.1 相关概念 ................................................................................................................ 9 2.1.1 员工激励含义 .............................................................................................. 9 2.1.2 知识型员工的概念与特点 .......................................................................... 9 2.2 理论基础 .............................................................................................................. 10 2.2.1 马斯洛需求理论 ........................................................................................ 10 2.2.2 双因素理论 ................................................................................................ 11 2.2.3 成就需要激励理论 .................................................................................... 11 第 3 章 Z 工程公司知识型员工激励的现状与问题分析................................................ 12 3.1 Z 工程公司介绍.................................................................................................... 12 3.2 Z 工程公司知识型员工基