Research On Incentive Portfolio Of Key Knowledge Workers In High-tech Enterprises

It should make new development the incentive ways of Core knowledge workers, which need combine the characters of the High-Tech Enterprises due to the traditional incentive theories and methods unable to cope with the needs of investigation about the core knowledge-worker of High-Tech Enterprises. The traditional incentive way is design"the promissory fixed or floating reward on contract"based on"capital wage labor", the owner of non-core human capital have not join the allocation of organization rents equally with the owner of core human capital on the level of property right allocation .The demand is a precondition of the encouragement. Only when there exist demands, can incentives be made possible. This paper has analyzed the demand elements and put forward the theoretical supposition according to the heterogeneity characteristics of the top managers. It comes out the conclusion that the implicit incentives based on the learning,growing and kinds of non-material factors, have more effective than explicit material factors to performance; So, it should adopt the incentive portfolio mode combined with implicit and explicit incentives on the core knowledge-worker of the High-Tech Enterprises.With the introduction of two variables—"agents supervision, portfolio of salary and control rights", we construct a new core knowledge-worker"principle-agent"optimizing model; Moreover, basing on mathematical analysis of company performance mechanism, a linear model of corporate performance and the core knowledge-worker incentive portfolio is built; and also, variables of incentives and control rights are introduced to help parsing the core knowledge-worker incentive problems in the view of the shareholders'supervision and we succeed in separating the contribution of the core knowledge-worker's ability to corporate performance from their endeavor. So we propose three ways to inspirit the core knowledge-worker—annual salary design based on implicit value, performance based on bonus and stock ownership, and non-material incentive portfolio mode as well, which can overcome shortcomings of traditional single explicit material incentive system.Firstly, though exploration of four incentive ways and scientific definition of the core knowledge worker incentive domino effect, we design the core knowledge-worker measurement index systems of incentive portfolio and the core knowledge-worker incentive domino effect with applying Tournament Theory to investigate the difference in the intensity of salary incentive, achievement incentive, development incentive and working environment among the core knowledge-worker.Secondly, base on principal component analysis and cluster analysis of the empirical sample of listed companies in advance, we sum up the features of the key knowledge-worker incentive portfolio with higher markers and constitute the best incentive portfolio mode of the core knowledge-worker under each contingency influential environment.Finally, with evidence from theoretical inducement, model analysis and empirical study, we bring forward the main objective model of the core knowledge-worker incentive portfolio: adopting incentive portfolio mode with salary, achievement, development, working environment and differences. Also, the core knowledge-worker has different thinkings among different dimensionalities which can explain every aspect even if it makes emphasize different problems. The development has more important than salary.