Incremental Motivation Of Scientific And Technologic Human Capital In High-Technology Enterprise

Accompanied with the development of knowledge economy, human capital is regarded as the value increment source of the company, and scientific and technological human capital became the main factor to support continuously competition advantage of high-technology company. Inefficient motivation and development of scientific and technological human capital of China cause devaluation and losing of those intelligent employees in high-technology company. The paper is focused on how to motivate scientific and technological human capital in order to increase the value of high-technology company to realize the increment of company value.The paper is an exploration study of human capital theory in high-technology enterprise management. There are three theory foundations: human capital theory, knowledge management theory, and enterprise theory. And human capital theory is the key theory. The forming of the human capital theory let us realize that human capital investment is the source of economy increment; intelligent capital theory tell us that human capital value is the main part of company value, and courage company pay attention to human capital development and management. Human capital property right theory believe that human capital should own the property right of company. Researchers in China value the motivation of entrepreneur human capital. They believe that companies should strengthen stock option motivation of entrepreneur, and entrepreneurs should share residual profits by ownership rights arrangement. Most researchers believe that human capital is the source of high-technology company value increment, scientific and technological human capital is the key resource of high-technology company, and residual claim right is the critical point to motivate the firm-specific human capital of high-technology company. Above research outcomes provide strong foundation of our current study.Human capital is the whole values include health, capacity, spirit of specific behavior subject, achieved by intentionally investment, in order to realize value increment in the future. According to the different between knowledge and capacity, human capital can be classified into ordinary human capital, management human capital, scientific and technological human capital, and entrepreneur human capital. Scientific and technological human capital refers to the human capital owned by scientific and technological employee of the company. Human capital is the key of company competition powers, it plays very important function in value creation of the company, and it is also main part of company value. We believe that human capital value increment can cause company value increment.Continuously adding of human capital value promotes contract principle innovation of the company. Human capital plays an important role in capital structure of high-technology company, and scientific and technological human capital is the main parts in human capital structure. Isiosyncratic human capital refers to scientific and technological human capital and entrepreneur human capital in high-technology company. Isiosyncratic human capital is the most critical resource in high-technology company. The strong isiosyncratic, initiative and creativity of the human capital determine that the source of residual income is the owner of isiosyncratic human capital. The mortgage, specific usage, and team characteristic of human capital decided that the owner of isiosyncratic human capital takes most of the company risk. The difficulty to supervise of the isiosyncratic human capital illustrates that they are taking creativity work that can not be easily appraised, so that we should motivate them by effective institution. We believe that human capital should dominate the contract structure of the high-technology company.Drive refers to intrinsic motivate power of individual in order to complement need shortage. Work drive is intrinsic power to motivate individual work hard. We choose science and technology employee in high-technology company as our sample. We find that: work drive, perceived organizational support have significant positive effect to employee work performance; perceived organizational support can moderate the relation between work drive and employee work performance, it can strengthen the relation; the drive to acquire is the dominant drive, and under the moderate effect of perceived organizational support, the drive to learn is also the main dominant drive; match and coordination between the dyne of drive can help individual achieve better employee work performance. Our study has some interesting illustration about how to motivate science and technology employee: work drive is derived from individual intrinsic need; as to science and technology employee in high-technology company, achievement need, acquiring knowledge need and growth need are dominant needs; and perceived organizational support is also a very important motivation factor.Integration motivation of scientific and technological human capital of high-technology company should consider the situation of human capital value increment, dominant needs, and dominant drive; and based on the balance of those three factors, we form a scientific and technological human capital value increment motivation integration model of high-technology company, which is based on work drive and situation of value increment, and give some suggestions from property right incentive, growth incentive, and environment incentive.Property right incentive is necessary, effective and availability to scientific and technological human capital, and realized by ownership power arrangement. System arrangement to share residual claim right include: human capital share stock option, technological outcomes share stock option, stock option, contribution-compensation, limited partnership, entrepreneur stock option, and dynamic stock option. Residual claim rights and control rights should be arranged as match as possible. Control rights sharing systems include: join in management, automatic common government, common decision making, technology expertise join in business.Growth incentive includes training, learning, and career development three parts. Training is help employee continuously learning through knowledge sharing, and helps them to form their own special skill and knowledge. Learning can be divided into individual learning, team learning, and organization learning. We can motivate knowledge sharing by incentive knowledge sharing motivation, providing chance and place to share knowledge, encouraging deep interview, and providing IT support to share knowledge. Company also should provide multiple career development roads for science and technology employee according to their personal trait and needs.Environment incentive includes cultural environment, work environment, and team environment. Cultural environment building should focuses on"knowledge sharing", and its'main content comprises team culture, innovation culture, learning culture, trust culture, share culture, and proud culture. Work environment includes outstanding work place, harmony work relationship between employee and supervisor, flexible work time. Team environment should focus on technology innovation, and build from organizational formation, employee supplement, and employee initiative.We can conclude that high-technology company should consider the dominant needs of science and technology employee, realize the unity of scientific and technological human capital value increment and company value increment by motivating effort through property power incentive, by developing capacity through growth incentive, by condensing coordination power through environment incentive.