Research On Flexible Performance Appraise And Beyond Contract Incentives Of Non-Profit Knowledge Organization

On the background of knowledge economy blasting swiftly non-profit knowledge organizations have been developed vigorously and playing much more critical roles in the society economics and inversely society's anticipation has grown more and more eagerly. But because of some existing nodi of non-profit knowledge organizations, such as being restricted by non-distributive profits for themselves, strong self-determination in their job and difficult to evaluate working result with a certain settled criterion, performance appraisement and incentive methods had become difficult problems of effective human resource management and resolving methods on this problem were so lacked. As what mentioned above, based on the employees working in the non-profit knowledge organizations being set as researching objective flexible performance appraisement and beyond contract incentive mechanism were studied deeply. Main work was presented as follows:Firstly, the relative theories on non--profit organization and knowledge organization released domestically and abroad were summarized systematically and generalized and special definitions of non-profit knowledge organization were made. Then"the 2-dimension and 9-squares"was presented to sort non-profit knowledge organization according to the dimensions of types of on non-profit organization and degree of knowledge innovation.Secondly, a new idea of flexible performance appraisement was presented which was directed with procedure and act and could be adjusted dynamically. A conception model of this system structure was established according to analysis of objective, input, output, surrounding and inner structure of performance appraisement and incentive systems of non-profit knowledge organizations.Thirdly, non-profit knowledge organizations'flexible performance appraisement index system was set up based on flexible performance Contract. Flexible performance appraisement index system with three dimensions, such as result character, act character and accumulation character, was set up. A flexible appraisal method was presented by combining critical incident technique with fuzzy reasoning method. Then appraisement results were ordered by Similarity to Ideal Solution and as an example an application study was also done on community hospitals.Fourthly, beyond contract incentives of non-profit knowledge organizations ground on reputation incentive was studied. Reputation incentive mechanism and it's relations with explicit incentive were analyzed and the principal-agent model of such organizations was build. As an example reputation incentive model of college teachers was build.Fifthly, considering the intrinsic incentive function of job, work design of non-profit knowledge organizations was discussed and action rules between the work design and payment system were analyzed with the principal-agent model mentioned above. Regarding the intrinsic incentive factor of"growth & promote"and still using principal-agent model, we studied the special human capital investment behavior of employees working in the non-profit knowledge organization. Then the influencing factors of the premium effort level were disclosed. As an example an application study was also done on non-profit scientific research institutions.Finally, a solving method of the Nash equilibrium of employees was designed based on genetic algorithm, and the intelligent algorithm based on stochastic simulation and genetic algorithm was also provided to solve complex uncertain principal-agent models.