全球化、信息化以及市场需求的多变性与多样性，使得企业之间的竞争日趋激烈。随 着知识经济时代的到来，人力资源以及附着在人力资源之上的智力和知识已逐渐成为企业 持续健康发展的战略性因素，知识型员工作为知识的载体，在企业发展和竞争中发挥着日 益重要的作用。国有企业作为国家发展的支柱企业，掌握着国民经济发展的命脉，知识型 员工是国有企业发展的关键资源，深入研究国有企业知识型员工的激励问题对于推进国有 企业改革、促进国有企业发展、提升国有企业竞争力具有重大意义。 随着中铁F公司的不断发展，员工年龄、学历、素质、能力等多方面已经发生了明显 的变化，知识型员工已经成为公司发展的核心和骨干力量，F公司作为国有企业，要实现 持续健康发展，保持竞争力，知识型员工是根本保障和关键。创建能够让知识型员工公平 竞争并有所发挥的工作成长环境，打造一支优秀的知识型员工队伍，是F公司近期的一个 战略目标。通过从F公司概况、知识型员工构成、激励现状调查等方面着手，以保健因素、 激励因素视角深入探讨分析F公司在工作环境因素、薪酬因素、企业文化因素、价值实现 因素、职业发展因素、自我成长因素等方面对知识型员工的激励现状，可知，F公司在知 识型员工激励方面存在工作环境艰苦、薪酬分配不科学、企业文化挖掘不深入、对员工职 业发展和个人成长不重视、培训体系不健全等问题，给公司和知识型员工双方都造成了一 定的损失和不良影响。这些问题的存在，主要原因是：人才观念不强，缺乏人力资源战略 规划；人力资源管理手段落后，实施不协调；体制设计不合理，激励机制僵化。 基于双因素理论，可从保健因素、激励因素两个视角探讨F公司知识型员工激励优化 思路。一方面，从保健因素着手，消除知识型员工的不满：推行人性化管理，体现人文关 怀；完善薪酬制度，提高工资与福利水平；注重企业文化建设，增强认同感。另一方面， 从激励因素着手，提升知识型员工的满意度：优化知识型员工与岗位匹配度，更好实现员 工价值；畅通晋升渠道，提供职业发展机会；完善培训体系，推动知识型员工成长。以确 保知识型员工才能的发挥和提升，盘活F公司内部人力资源的活力，最大限度的发挥人力 资源的优势，确保F公司保持竞争优势，实现持续健康发展。 在国际竞争越来越激烈的今天，知识型员工激励的研究要紧密结合国内国际的变化， 深入了解全球市场变化，对建立更加完善、更加有激励性的知识型员工激励体系进行探讨， 以解决不同情况下的知识型员工激励问题。 关键词：知识型员工激励双因素理论 II Abstract Globalization,informatization,andthevariabilityanddiversityofmarketdemandshave madecompetitionbetweenenterprisesincreasinglyfierce.Withtheadventoftheeraof knowledgeeconomy,humanresourcesandtheintelligenceandknowledgeattachedtohuman resourceshavegraduallybecomestrategicfactorsforthesustainableandhealthydevelopmentof enterprises.Knowledge-basedemployees,ascarriersofknowledge,areplayinganincreasingly importantroleinthedevelopmentandcompetitionofenterprises.Importantrole.Asthepillar enterpriseofnationaldevelopment,state-ownedenterprisesholdthelifelineofnational economicdevelopment.Knowledge-basedemployeesarethekeyresourceforthedevelopment ofstate-ownedenterprises.In-depthresearchontheincentivesforknowledge-basedemployees instate-ownedenterprisesThecompetitivenessofstate-ownedenterprisesisofgreat significance. WiththecontinuousdevelopmentofChinaRailwayFCompany,obviouschangeshave takenplaceinvariousaspectssuchasemployeeage,education,quality,andability. Knowledge-basedemployeeshavebecomethecoreandbackboneofthecompany'sdevelopment. Asastate-ownedenterprise,FCompanymustachievecontinuoushealth.Todevelopand maintaincompetitiveness,knowledgeworkersarethefundamentalguaranteeandkey.Creatinga workgrowthenvironmentthatallowsknowledgeworkerstocompetefairlyandplaytotheirfull potential,andtobuildanexcellentteamofknowledgeworkersisarecentstrategicgoalofF Company.BystartingfromtheaspectsofFcompany'sprofile,knowledge-basedemployee composition,andincentivestatussurvey,etc.,in-depthdiscussionandanalysisofFcompany's workingenvironmentfactors,salaryfactors,corporateculturefactors,valuerealizationfactors, careerdevelopmentfactors,Self-growthfactorsandotherincentivesforknowledge-based employees.ItcanbeseenthatcompanyFhasadifficultworkingenvironment,unscientific salarydistribution,in-depthcorporateculture,inadequateattentiontoemployeecareer developmentandpersonalgrowth,andtraining.Problemssuchasincompletesystemshave causedcertainlossesandadverseeffectsonboththecompanyandknowledgeworkers.Themain reasonsfortheexistenceoftheseproblemsare:weaktalentconceptandlackofhumanresource strategicplanning;backwardhumanresourcemanagementmethodsanduncoordinated implementation;unreasonablesystemdesignandrigidincentivemechanism. BasedontheHygiene-motivationalfactors,wecandiscusstheoptimizationand optimizationofknowledgeemployeesinFcompanyfromtheperspectivesofhealthfactorsand motivationfactors.Ontheonehand,weshouldstartwiththehealthfactorstoeliminatethe dissatisfactionofknowledge-basedemployees:implementhumanizedmanagementandreflect humanecare;improvethecompensationsystem,improvewagesandbenefits;payattentionto III theconstructionofcorporateculture,andenhancethesenseofidentity.Ontheotherhand,start frommotivationfactorstoimprovethesatisfactionofknowledge-basedemployees:optimizethe matchingofknowledge-basedemployeesandpositionstobetterrealizethevalueofemployees; openuppromotionchannelsandprovidecareerdevelopmentopportunities;improvethetraining systemandpromotethegrowthofknowledge-basedemployees.Inordertoensurethatthe talentsofknowledge-basedemployeescanbebroughtintoplayandpromoted,thevitalityofthe internalhumanresourcesofCompanyFisbroughtintofullplay,andtheadvantagesofhuman resourcesaremaximizedtoensurethatCompanyFmaintainsitscompetitiveadvantageand achievessustainedandhealthydevelopment. Intoday'sincreasinglyfierceinternationalcompetition,researchonthemotivationof knowledgeworkersmustbecloselyintegratedwithdomesticandinternationalchanges,in-depth understandingofglobalmarketchanges,andexploretheestablishmentofamorecompleteand moremotivatingknowledgeworkerincentivesysteminordertosolveMotivationofknowledge workersindifferentsituations. Keywords：KnowledgeworkerMotivationHygiene-motivationalfactors IV 目录 摘要.............................................................................................................................................I Abstract.......................................................................................................................................II 一、绪论.........................................................................................................................................1 （一）研究背景及意义..........................................................................................................1 1．研究背景.....................................................................................................................1 2．研究意义.....................................................................................................................1 （二）国内外研究现状........................................................................................................2 1．国外研究现状.............................................................................................................2 2．国内研究现状.............................................................................................................3 3．研究评述.....................................................................................................................4 （三）研究方法和内容..........................................................................................................4 1．研究方法.....................................................................................................................4 2．研究内容.....................................................................................................................5 二、相关概念和理论基础.............................................................................................................7 （一）基本概念界定..............................................................................................................7 1．知识型员工.................................................................................................................7 2．激励........................................................................