Private Pharmaceutical Enterprise R&D Staff Motivation And Its Impact Mechanism On Innovation Performance

Pharmaceutical industry is proposed as one of top ten key development areas in "Made in China 2025", and among them, bio-medicine and marine pharmaceuticals will become key fields in strategic emerging industries, that is involved in engineering concentration fileds to implement the innovation-oriented national construction. Pharmaceutical enterprise is an important part of our national economy, but above 95% of the production are drugs Generic drugs. With the worldwide pharmaceutical intellectual property is protected by increasingly stringent, our national medical innovation is urgent. Pharmaceutical R&D Staff is the main part of medical innovation, R & D investment and innovation in the production of R & D talent leads to the pharmaceutical innovations. However, the R & D activities have been plagued by inefficiencies pharmaceutical companies. R&D Staff work effort are not enthusiastic, creativity not enough, even a serious loss. In fact, since research development activities have "high investment, long cycle, high risk" and other characteristics, derision and development talent incentive programs in the system of pharmaceutical enterprise human resource management practice has always been a problem.To solve this problem, we are required to start from the needs of R&D Staff, to find the group needs motivation to work is the first step. Find the relationship between the demand for incentives and organizational innovation performance is the second step, this will ensure that after the organization meets the R & D talent excitation in demand,it can be converted into the organization innovative performance. Design reasonable incentive mechanism is the third step to work through the rational design of incentive system to ensure that R&D Staff incentives meet the demand, thereby ensuring enterprise innovation outputs. Following this idea, this paper analyzes the theoretical research and literature on the basis, mainly to do the following work:(1) Using qualitative research methods, start in-depth interviews with the 27 technical and management personnel in the front line of drug development, based on interviews with text encoding grounded theory, we found material layer pharmaceutical R & D talent, development level, emotional level and peripheral layer four levels of incentives needs and build a private pharmaceutical R&D Staff innovation incentive model.(2) In order to do an depth and quantified analysis for R&D staff excitation elements, the thesis has developed private pharmaceutical enterprise R&D staff incentive Likert measurement scale, and the scale of the reliability, validity, structure and dimensions are an in-depth analysis, and finally get included 27 questions of scale, the scale contains eight first-order factors and four second-order factors.(3)On the basis of a questionnaire survey, by the collection and handle of 436 original data, get on a case inspection of innovation and incentive model for R & D staff, verify that the private pharmaceutical enterprise R & D staff 4 level encouragement factor. Significant positive effect employee engagement through an intermediary role in innovation performance of individual, organizational innovation performance. Also verify that the work ability, organizational innovation strategy play an important regulatory role in the model.(4) By using case study methods, and based on analysis of pharmaceutical R & D activities "high investment, long cycle, high-risk" and other features as well as R&D Staff incentive difficulties, Yangtze River Pharmaceutical Group, for example, do pharmaceutical research and development team of "Step by Step " 、 " material layer " incentive scheme is analyzed in detail, proved that the solution to the enterprises in the process of staff motivation timeliness problems, at the same time, decomposed cost incentive, and realized the control of process of excitation.The main innovations of this dissertation are as follows: first and foremost, this dissertation constructs a new analytical framework of talent incentive research in medical R&D, and deeply reveals the mechanism of action regarding talent incentive research and organizational innovative performance, so that it deepens and refines the present theoretical research in motivating knowledge staff. Secondly, a measurement scale of talent motivation in drug R&D has been developed, and its reliability, validity and structural dimension experience normative analysis as well as verification, which provides a reliable measurement instrument for advanced study. Last but not least, four dimensions of motivation needs for R&D talent in private pharmacy enterprises has been proposed in this dissertation, which contain physicality, emotion, development and exterior(including 9 items in specific, such as income level, recognition and trust, charisma, group atmosphere and so on). What’s more, it is worth reminding that material motivation still serves as the first-line motivation need.