Research On Three- Dimension Performance And Systematic Motivation Mechanism Of S&T Personnel

Previous performance researches mainly focus on the knowledge workers and the managers and usually select the factors that influence the job performance from one single perspective, the individual characteristics or job characteristics, with emphasis on the description and verification of the relationship between these factors and the performance. In recent years, with the fiercer and fiercer technology competition in the world, all the countries take the improvement of innovation ability as the important strategy to secure a better national strength and future development. As a result, the performance motivation of the S&T personnel arouse the interest of the researchers. But as it was late to begin the study based on the S&T personnel, the systematic theory study and evidence is still insufficient to explain those people's performance structure and characteristics, how to integrate the organizational and the personal factors to a better performance and the relationships between the above mentioned factors.This study is based on the local S&T personnel, and attempts to analyze how to integrate the personal and the job factors to achieve a better performance with the combined method of qualitative interview and quantitative questionnaire survey.First of all, this research will define its initial theoretical framework by discussing the basic theory of the incentive study under the management paradigm, the working performance structure of S&T personnel and the relevant documents of its motivation system; classifying the every viewpoints into different schools with review. Secondly, based on the two group of interviewing results from the enterprises, universities and the research institutions, this research sorts out the dimensionality partition modes and the inherent intrinsic mechanism of working performance, the total rewards satisfaction of the job characteristics, the need and value of the personal characteristics of S&T personnel by content analysis.According to the result from theoretical deduction and the qualitative interview, this research will build a theoretical structure of the'attitude-behavior-output'about S&T personnel working performance, while motivation factors from the personal characteristics, develop the new concept of'occupational drive'with respect to the theory of need and combine this new concept with the total reward satisfaction of the job characteristics, which leads to the theoretical model of the S&T personnel working performance incentive mechanism and points out the relevant research hypothesis. Later, based on the sample of 679 local S&T personnel, this research will test the theoretical model and the hypothesis by multivariable regression and structural equation modeling analysis,result statement and discussion. Finally, the study states the theoretical contribution and practical recommendation in the conclusion and discusses the limitation and future study of this research.In summary, the research conclusion is as follows:1. The attitude performance of S&T personnel is motivated by the job characteristics. Amongst all the factors, the non-financial reward satisfaction is the significant factor that positively motivates the performance of S&T personnel; the financial reward satisfaction has a moderating effect on the relationship between non-financial reward satisfaction and performance .2. The behavior performance of S&T personnel is inspired by both the personal characteristics and the job characteristics. Among which the'career-drive'has a significant inspiring effect and the non-financial reward moderating effect. On the contrary, the'interest-drive'will result in a negative effect to the behavior performance and output performance, the total reward satisfaction of the job characteristics has no intervention to this.3. The output performance of S&T personnel is significantly inspired by the behavior performance which has a partial mediation effet on the relationship between'career-drive'and output performance.4. In the"attitude-behavior-output"structure of the S&T personnel job performance, there is no remarkable correlational relation between the attitude performance and behavior performance or output performance. According to the different level of the attitude and behavior performance, this research classifies the S&T personnel into four groups, namely, the efficient personnel (refers to those who are committed to the organization with good attitude and excellent innovation performance), inefficient personnel (refers to those who are not committed to the organization with bad attitude and poor innovation performance), crisis personnel (refer to those who have excellent innovation performance but not committed to the organization and will leave the organization anytime they got better opportunity ), growth personnel (refer to those who are hard working and committed to the organization with poor research ability temporarily), and also stated out the advices of the classified motivation intervention which is expanded the previous research findings regarding the S&T personnel job performance motivation. 5.This research deduces the elasticity coefficient between behavior performance and the achievement performance of S&T personnel, and confirms the characteristics of both the scientific and technological achievement uncertainty and the posteriority; which also provide the references for the scientific and technological achievement prediction.