科技是社会进步发展的重要推力，现代社会随着高新技术的不断研发、普及， 已经进入了知识经济时代。随着新经济时代的来临，知识型员工受到了越来越多地 关注。他们不仅拥有知识、利用知识，更能够在已有知识的基础上，为企业和自身 创造财富和价值，成为企业在残酷的市场竞争中站稳脚跟的“定海神针”。从企业 角度出发，只有能够充分发挥知识型员工作用才能获得长远的发展。知识型员工对 企业具有重要意义，其本身的特点和需求与普通员工具有明显的区别，因此，如何 能够根据其特点激发工作的积极性和主动性，是当今现代企业需要重视的问题。 FG公司是一家具有良好发展前景的国家高新技术企业，虽然近几年对员工的 管理进行了改进，但在知识型员工管理方面还偏重于物质激励，在非物质方面尚未 形成科学有效合理的激励体系，无法满足知识型员工在非物质激励方面的需求。本 文首先提出了研究背景、目的及意义，提出借鉴的理论研究成果，以ERG理论为 指导，并将其作为本文的理论框架；其次，运用调查问卷和实地访谈的方法分析FG 公司现行的非物质激励体系的现状，并依托SPSS软件和Lisrel软件完成问卷的信 度、效度和拟合度分析；然后，基于ERG理论的概念模型构建结构方程模型，并 对六大假设进行了验证，验证了非物质激励要素对FG公司知识型员工起正向激励 作用；最后，根据构建的结构方程模型提出FG公司知识型员工非物质激励改进方 案和措施：完善知识型员工职业规划，完善知识型员工的晋升机制，提升知识型员 工培训进修状况，丰富企业文化，提升团队建设水平，加强对知识型员工的关怀和 帮助，重视与知识型员工的沟通，做到真正地尊重员工等八方面的具体优化内容。 此外，本文提出了非物质激励优化机制的四大构建原则，同时针对方案的实施提出 了宣传发动、调研梳理、试点推广和评估反馈四个具体方法，并对预期实施效果进 行了说明。 本研究可以丰富知识型员工非物质激励的内容，拓展激励理论的应用范围，尤 其是ERG理论，具有一定的理论意义，同时也对FG公司知识型员工非物质激励改 进提出了实施方案，能够满足企业知识型员工对非物质激励的需求，极大地调动他 们工作的积极性，增强对企业的归属感，同时也对同行业同类型的企业具有参考意 义。 关键词：知识型员工；非物质激励；ERG理论；结构方程模型 III Abstract Scienceandtechnologyisanimportantdrivingforceforsocialprogressand development.Withthecontinuousdevelopmentandpopularizationofhighandnew technologies,modernsocietyhasenteredtheeraofknowledgeeconomy.Withtheadvent ofthetimes,knowledgeworkershavereceivedmoreandmoreattention.Theynotonly possessandutilizeknowledge,butalsocancreatewealthandvalueforenterprisesand themselvesonthebasisofexistingknowledge,thusbecomingthe"sea-fixingneedle"for enterprisestogainafirmfootholdinthebrutalmarketcompetition.Fromtheperspective ofenterprises,onlybygivingfullplaytotheroleofknowledgeworkerscanlong-term developmentbeachieved.Knowledgeworkersareofgreatsignificancetoenterprises. Theirowncharacteristicsandneedsareobviouslydifferentfromthoseofordinary employees.Therefore,howtostimulatetheirenthusiasmandinitiativeaccordingtotheir characteristicsisaproblemthatmodernenterprisesneedtopayattentiontotoday. FGcompanyisanationalhigh-techenterprisefeaturingapromisingprospect. Recently,managementofemployeeshasbeenimproved,butthatofknowledge-based employeesstillfocusesonmaterialincentives.Ascientific,effectiveandreasonable incentivesystemhasnotbeenformedinthenon-materialsystemsothemanagement systemcannotmeettheneedsofknowledge-basedemployeesintermsofnon-material incentives. Inthethesis,researchbackground,purposeandsignificance,andtheoretical researchresultswithreferencesignificanceareputforwardundertheguidanceofEGR theoryandbasedonthetheoryasthesis’stheoreticalframework.Besides,thecurrent situationofthenon-materialincentivesysteminFGisanalyzedbyemployingthemeans ofquestionnaireandfieldinterview，meanwhilereliability,validityandfitanalysisofthe completedquestionnairebasedontheSPSSandLisrelsoftwareisalsomade.Then,six hypothesesaretestedaccordingtoconceptmodelbuildingstructuralequationmodelon thebasisofEGRtheory.Itisverifiedthatthenon-materialincentivefactorshave positiveincentiveeffectontheknowledge-workersofFGcompany. Finally,theimprovementplanandmeasuresofnon-materialincentivefor knowledge-workersinFGcompanyareinitiatedinlinewithstructuralequationmodel. Thespecificcontentstobeupgradedcoverimprovementoncareerplanning,promotion system,trainingandlearningforknowledge-workers,onenrichingcorporatecultureand IV raisingteamdevelopment,strengtheningthecareandhelpforknowledge-workersand communicatingwiththeseknowledge-basedworkerssoastorespectworkersinreal significance.What’smore,fourconstructionprinciplesofnon-materialincentive optimizationmechanismareproposedaswellasfourspecificmethodsofpublicity, research,pilotpromotionandevaluationfeedbackandtheexpectedimplementation effectisexplainedintheend. Thisstudycanenrichthecontentofnon-materialincentiveforknowledgeworkers andexpandtheapplicationscopeofincentivetheory,ERGtheory,inparticular,has certaintheoreticalsignificance.Meanwhile,italsobringsforwardtheimplementation planforimprovingtheimmaterialincentiveofknowledgeemployeesinFGCompany, whichcanmeettheneedsofknowledgeworkersinenterprisesforintangibleincentives, greatlymobilizetheirenthusiasmforwork,enhancetheirsenseofbelongingto enterprises,andhavereferencesignificanceforenterprisesofthesametypeinthesame industry. Keywords:knowledgeworkers;Non-materialincentives;ERGtheory;Structural equationmodel III 目录 第一章绪论........................................................................................................................1 1.1研究背景、目的及意义...............................................................................................1 1.1.1研究背景....................................................................................................................1 1.1.2研究目的....................................................................................................................2 1.1.3研究意义....................................................................................................................2 1.2国内外研究综述...........................................................................................................3 1.2.1国外文献综述............................................................................................................3 1.2.2国内文献综述............................................................................................................5 1.2.3研究述评....................................................................................................................6 1.3研究内容与方法...........................................................................................................7 1.3.1研究内容....................................................................................................................7 1.3.2研究方法....................................................................................................................9 第二章相关概念及理论基础..........................................................................................10 2.1相关概念.....................................................................................................................10 2.1.1知识型员工的定义及特点......................................................................................10 2.1.2非物质激励..............................................................................................................13 2.2ERG理论.....................................................................................................................14 2.2.1ERG激励理论的产生与发展..................................................................................14 2.2.2ERG激励理论的构成原理......................................................................................15 2.2.3ERG理论与其他需求理论的比较..........................................................................16 2.3马斯洛需求层次理论..................................................................................................17 2.4其他激励理论.............................................................................................................18 第三章FG公司知识型员工非物质激励体系分析.......................................................20 3.1FG公司基本情况.........................