Research On The Influence Of Organizational Motivation On R & D Personnel Individual Performance

With the advent of the Internet era, China is in a critical period of building an innovative country and needs to rely on the innovative talents’driving more than ever. As an important kind of technological innovative talent, the exerting of R&D personnel’s potential and ability in enterprises plays a key role in enhancing the level of our country’s scientific and technological innovation. To establish an effective system of talent capital property rights is the key to motivate talents’innovation. This research takes it as a breakthrough to explore how to design a motivate combination mode, which matches with the realization of R&D personnel talent capital property rights. In view of the difficulty of quantizing and attributing the property rights of talent capital, this research puts forward a new perspective which is the perceived realization of talent capital property rights from the "psychological property rights" of talents. And this new perspective is introduced as the mediator variable to build a theoretical model which takes the organizational motivation-perceived realization of talent capital property rights-R&D personnel individual performance as the main body. This research solves the problem of how to motivate R&D personnel for their talent characters by clarifying the active mechanism of organizational motivation affecting R&D personnel’s individual performance based on the perspective of perceived realization of talent capital property rights.This research in particular addresses the following problems. First, a clear definition of perceived realization of talent capital property rights is given and the scale of that concept is designed by referencing to the relevant authoritative scales and utilizing empirical tests. Second, the mediator model of organizational motivation-perceived realization of talent capital property rights-R&D personnel s individual performance is built based on theoretical deduction, literature analysis and empirical tests which discuss the relations among these three concepts. This model clarifies the mechanism of organizational motivation affecting R&D personnel’s individual performance based on the new perspective. Third, this research examines the career stages’moderating effect by applying literature review, field interview and statistical analysis of survey samples to explore the different influence of perceived realization of talent capital property rights on individual performance of R&D personnel of enterprises among each career stages.This research utilizes literature analysis, theoretical deduction and semi-structured interviews comprehensively to propose a three-dimensional structure of perceived realization of talent capital property rights and a theoretical model of R&D personnel motivation based on the new perspective mentioned above. Next, the research takes R&D personnel from IT industry as samples to collect data. Social statistical analysis software such as SPSS20.0 and AMOS20.0 are adopted in descriptive statistical analysis, validity and reliability test, path analysis and regression analysis of samples and scales. The results are as follows.Firstly, this research identifies that perceived realization of talent capital property rights is constructed of perceived degree of benefits rationality, perceived degree of using autonomy and perceived degree of flowing freedom and designs a scientific and effective scale to measure the concept by theoretical deduction of talent capital property rights theory, literature analysis, field interviews and empirical tests. The perceived degree of benefits rationality mainly reflects in that talents feel reasonable about the wages, bonuses, stock incentives, benefits, capacity building, promotion opportunities, social status, honor and other types of income they get. The perceived degree of using autonomy mainly reflects in that talents feel independent about their work content, work methods, work hours and work schedules,etc. The perceived degree of flowing freedom mainly embodies whether talents have enough resource endowment to leave and feel unconstrained about leaving or staying in one organization. Among the three dimensions, the perceived degree of benefits rationality is the most important, the perceived degree of using autonomy is the second important and the perceived degree of flowing freedom is the last important.Secondly, a variety of organizational motivation methods given to R&D personnel have respective impact on their perceived realization of talent capital property rights to some extent. The basic remuneration which mainly includes wages, the indirect remuneration which mainly includes various welfares and honorary motivation which mainly includes recognition, awards and opportunities to communicate with leadership can meet the monetary needs, business achievement needs and interpersonal needs of R&D personnel. So these methods of organization motivation have significant positive influences on perceived degree of incomes rationality. The basic remuneration, the indirect remuneration, honorary motivation and the mission motivation which mainly includes decision-making promotional opportunities can promote the material resources possessed by R&D personnel and meet the needs of their work independence by communicating and coordinating with leaders. So these methods of organization motivation have significant positive influences on perceived degree of using autonomy. Honorary motivation and motivated remuneration which mainly includes bonus and equity can enhance the R&D personnel’s reputation in the industry and makes R&D personnel have "strong external employment" to meet their need for flowing freedom. So these motivate methods have significant positive influences on the perceived degree of flowing freedom.Thirdly, enhancing the perceived degree of incomes rationality, the perceived degree of using autonomy and the perceived degree of flowing freedom would be useful to promote the R&D personnel’s individual performance with varying degree. Enhancing the perceived degree of using autonomy and the perceived degree of flowing freedom would promote R&D personnel’s work performance and contextual performance. While enhancing the perceived degree of incomes rationality of R&D personnel mainly promotes their work performance. By analyzing the mediating role of perceived realization of talent capital property rights we can further conclude that the perceived degree of incomes rationality plays a mediating role between basic remuneration and work performance, between indirect remuneration and work performance and between honorary motivation and work performance. The perceived degree of using autonomy plays a mediating role between basic remuneration and individual performance, between indirect remuneration and individual performance, between mission motivation and individual performance and between honorary motivation and individual performance. The perceived degree of flowing freedom plays a mediating role between incentive remuneration and individual performance and between honorary motivation and individual performance.Fourthly, compared with the R&D personnel who are in their exploration stage or establishment stage, the perceived realization of talent capital property rights of the R&D personnel who are in their maintenance stage or disengagement stage of career has a more significant impact on individual performance. Combined with analyzing the contents which are collected through field interviews, this research suggests that the R&D personnel in their exploration stage or establishment stage cherish the job opportunities due to their lack of working experience. They don’t have more demands of reasonable incomes, autonomy and free rights of flowing. They are more inclined to work efficiently and positively. The R&D employees who are in their maintenance stage or disengagement stage are more concerned about the perceived realization of talent capital property rights due to the more resource endowments they accumulated. So their work efficiency and work efforts are affected by the perceived realization of talent capital property rights more.The innovation of this study is mainly reflected in the following three aspects. First, the research integrates talent capital theory, property rights theory and social cognitive theory to propose the perceived realization of talent capital property rights based on the talents’subjective perception. It enriches and develops the theoretical research of talent capital. Second, this research takes the R&D personnel’s major demand which is realizing the talent capital property rights to build and test the theoretical model of organization motivation affecting R&D personnel’s individual performance based on perceived realization of talent capital property rights. It clarifies the mechanism which describes organization motivation how to affect R&D personnel’s individual performance through perceived realization of talent capital property rights and deepen the theoretical research of motivating R&D personnel. Third, this research explores the different influence which perceived realization of talent capital property rights exerts on R&D personnel’s individual performance based on the theory of career stage. It provides managerial implications for enterprises to establish and improve the dynamic motivating mechanism of R&D personnel.