Based On The Organizational Commitment Of Core Staff Incentive Model

In the era of new economy, intellectual capital becomes key element for core competence. As the source of intellectual capital, core employee is the main carrier and contributor of enterprise's key knowledge, experience, skill and relationship. In recent years, staff turnover rate keeps going up, which influences the stability of workforce, and increases the cost of humane resources management. The drain of core employee not only disturbs the cultivation of core competence, but also leads to the outflow of existing core competence. So the research on how to restrain the turnover rate and improve the value creation of core employee is the hottest topic in theorists and practitioners of human resources management.The operation mode of core employee is different from ordinarily staff. Ordinarily staff only need to fulfill what the job description asked and do a little judgment, which we called Taylor'mode. However, core employee makes decision in seldom supervision, and needs more discretion and innovation, which we called high commitment working systems. Commitment means loyalty in commonly. Organization commitment is very important tie between core employee and enterprise. Ulrich said organization commitment can influence intellectual capital through influence competence exerting. Organization commitment can forecast staff's withdrawal behavior, organizational citizenship behavior and performance, which has been confirmed by researchers through empirical study in the past. There are some theoretical relation between organization commitment and motivation. But the empirical research is very few. This dissertation has utilized the qualitative and quantitative methods. The soft ware SPSS 16.0 and AMOS7.0 are used in the data analysis. Measuring scales are designed and revised. Through the data analysis on how motivation factors influencing organization commitment, this dissertation proposes the motivation mode for core employee, based organization commitment.The thesis carries out four research findings through document study and empirical study. The first one is the identified criterions of core employee are definited. According to position family theory and value chain model, core employees are divided into six types. Depends on intellectual capital theory, different core employee types are related with m corresponding factors of intellectual capital, which is the identified criterion for classify core employee's vale dimension. The second one is reconceptualization of organizational commitment is confirmed correctness in real life. Based on the reaserch of organizational commitmen theory, the model is erected, which is composed by two types of commitment propensity and two types of final commitment. Structural equation method is used to test the fitness of the model, and comes to three dicisions. The outcome variable of this dissertation only includes affective commitment and instrument commitmen. The commitment propensity can not disturbed by human resources practice, but can become the basis of decision making to new employee selection and employee's personnel decision. The affective commitment and instrument commitmen can promote by each other. The third one is the contents of affective motivators and insturmenal motivators are definited. The definition of motivator can make manager more clearly about the effectiveness of motivator. The fourth one is to explore the valid motivation mode based organization commitment, which is composed by two normal forms and four principles.This dissertation discusses the connection between organization commitment and motivation in empirical research for the first time. Based the result, the valid motivation for core employee has been proposed. The research enriches the theories of organization commitment and motivation beneficial advices to the practitioners of human resources management in promoting the core employee's value contribution, and stabilizing his favorable behavior to enterprise.