在知识经济背景下，企业核心竞争能力的构建需要高度依赖人才资源及其管 理能力。企业中的技术型员工以专业化的知识、技术为依托，在企业生产、质检、 物流等职能岗位中产出更高的工作价值，带来更加丰富的创新成果。作为一家快 速增长的生物科技企业，K 公司整体业务体量和员工规模尚处于中小规模，但是 其内部技术型员工占比已经高达 80%以上。面对快速发展的组织架构以及产能需 求，K 公司内部的人力资源供给和需求之间也出现了不稳定的因素和情况。因此 针对 K 公司当前情况，完善技术型员工激励机制能够提升 K 公司技术型员工的 工作积极性，从而降低技术型员工的离职率，提升其在工作过程中的参与意愿。 对于技术型员工而言，激励机制的设计和实行能够满足其更高层次的物质和精神 需要，从而在提升工作效果上更具有实效性。 本文借助文献查阅法、实证研究法等研究方法研究了技术型员工的激励理论 和模式、K 公司当前技术型员工的激励现状、K 公司技术型员工激励效果的影响 因素，借助李克特量表来分析 K 公司技术型员工关注的激励影响因素，并进一 步调查了其对现有激励对策的满意程度。结果发现，K 公司激励措施主要集中在 物质激励上，欠缺员工个人发展层面的激励，同时激励影响因素重要性以及满意 度的量表调查中，本文发现 K 公司现有的激励机制还存在薪酬激励、培训激励 以及晋升激励建设上的不足。 因此，为了完善 K 公司当前对技术型员工的激励措施，本文在调查研究的 基础上，从薪酬机制、培训机制、晋升机制这三大机制入手，因地制宜提出相对 应的措施。K 公司需要发展岗位工资的公平性，降低现有绩效工资获取的挑战性， 同时完善项目奖金以及股权奖励等创新化的激励方式；在培训发展的过程中，K 公司需要结合技术型员工个人发展的需要合理化培训的方式方法，并科学安排培 训的时间；在晋升发展的激励措施上，K 公司需要规划好技术型员工的晋升路线， 规范整体的晋升标准和流程，尽可能满足员工需求，提升对技术型员工的激励效 率和效果。 关键词：技术型员工；激励机制；员工需求K 公司技术型员工激励机制优化研究 I ABSTRACT Under the background of knowledge-based economy, the construction of enterprise's core competitiveness needs highly dependent on human resources and its management ability. Based on the professional knowledge and technology, the technical staff in the enterprise can produce higher work value in the enterprise production, quality inspection, logistics and other functional positions, and bring more abundant innovation achievements. As a fast-growing biotechnology enterprise, K company's overall business volume and staff size is still in the small and medium-sized scale, but the proportion of its internal technical staff has reached more than 80%. Facing the rapid development of organizational structure and capacity demand, there are also unstable factors and situations between the supply and demand of human resources in K company. Therefore, in view of the current situation of K company, improving the incentive mechanism of technical employees can stabilize the existing team and improve the value output of technical employees. With the help of literature review and empirical research methods, this paper studies the incentive theory and mode of technical employees, the current incentive status of technical employees in K company, and the influencing factors of incentive effect of technical employees in K company. With the help of Likert scale, this paper analyzes the incentive influencing factors of technical employees in K company, and further investigates their satisfaction with the existing incentive measures degree. The results show that K company's incentive measures mainly focus on material incentives, lack of personal development level incentives. For technical employees, the design and implementation of incentive mechanism can meet their higher level of material and spiritual needs, so as to improve the work effect is more effective. Therefore, in order to improve the current incentive measures for technical employees in K company, based on the investigation and research, this paper puts forward corresponding measures from the salary mechanism, training mechanism and promotion mechanism. K company needs to develop the fairness of post salary, reduce the challenge of existing performance pay, and improve innovative incentive methods such as project bonus and equity Award; in the process of training development, K company needs to rationalize the training methods and methods, and scientifically arrange the training time according to the needs of individual development of technical employees; in terms of incentive measures for promotion and development K company needs to plan theABSTRACT II promotion route of technical employees, standardize the overall promotion criteria and process, meet the needs of the employees as much as possible, and improve the incentive efficiency and effect of technical employees. KEY WORDS: technical employees; incentive mechanism; employee needsK 公司技术型员工激励机制优化研究 1 目录 第一章 绪论................................................................................................1 第一节 研究背景...................................................................................................1 第二节 研究意义...................................................................................................1 一、理论意义..................................................................................................1 二、实际意义..................................................................................................2 第三节 研究思路和研究内容...............................................................................2 第四节 研究方法...................................................................................................3 第二章 相关理论及文献综述...................................................................5 第一节 激励理论...................................................................................................5 一、内容型激励理论......................................................................................5 二、过程型激励理论......................................................................................6 三、调整型激励理论......................................................................................6 第二节 国内外文献综述.......................................................................................7 一、技术型员工的界定和特点......................................................................7 二、激励的定义和影响因素..........................................................................8 三、国内外研究综述的评述........................................................................12 第三章 K 公司技术型员工激励现状分析..............................................13 第一节 K 公司简介..............................................................................................13 第二节 K 公司技术型员工激励机制现状..........................................................14 一、K 公司的激励措施.................................................................................14 二、K 公司的激励效果研究.........................................................................15 第四章 K 公司技术型员工激励情况调查设计与分析..........................17 第一节 预调查设计.............................................................................................17 一、预调查目的............................................................................................17 二、预调查问卷设计....................................................................................17 三、预调查问卷分析....................................................................................18 第二节 问卷调查设计.........................................................................................19目录 2 一、调查问卷的设计与发放........................................................................19 二、描述性统计分析....................................................................................19 三、激励影响因子的重要性和满意度分析................................................20 四、问卷信效度检验....................................................................................23 第三节 访谈调查.................................................