The Research On The Influencing Factors And Their Mechanism Of Knowledge Employee Flow

As organization's high qualitative human resource, knowledge employee is an important factor creating worth. They are more important for the organization's strategical goal than average human resource. They have special knowledge and skill. They are more autonomous and achievable, and have higher career commitment and lower organizational commitment. They will leave away for some reasons. Because of their characteristics, knowledge employees' flow is more frequent than average employees, and has more impact to the organization.So, the detailed prehension to the reasons of knowledge employee flow can help organization manage knowledge employee better. The previous researches have got some models in west. The management theories lie on environment, so how to use western theories in China is a big question. And the models are built for average employee flow and usually focus on the conclusion of the factors. But the factor's mechanism is seldom discussed. So this paper will discuss the influencing factors and their mechanisms of knowledge employee flow.This paper includes seven chapters:Chapter one, introduction. Introduces the research background and puts forward research question and Significance. Then the technical route and major contents are clarified. At last, methods of the research and Innovation points are presented.Chapter two, relevant literature review. Mainly composed of four parts: part one is about concept, characteristics and categories of knowledge employee; part two is about concept and categories of employee flow; part three reviews the research of the influencing factors of employee flow in personal, organizational and environmental way. In the fourth part, reviews the main models of employee flow. Finally, comments the literature and points out the problems needed to solve in the existing study .Chapter three, analyses the influencing factors of knowledge employee flow. First, defines the characteristics of knowledge employee's behavior of flow. It is investment in human assets, satisfying the needs and cognitive. Then this paper summarizes the influencing factors of knowledge employee flow which consisting of direct drive factors (including compensation, person-organization fit, cost of flow, job opportunities in market, job satisfaction and organizational commitment.) and cognitive modulate factors(including job experience, relevant benefit, conformity in flow and mental accounting).Chapter four, analyses the mechanisms of influencing factors of knowledge employee flow. First put forward KEFP Model, on the basis of which this paper Normatively analyses the drive mechanisms of compensation, person-organization fit, cost of flow, job opportunities in market, job satisfaction and organizational commitment, then analyses the modulation mechanisms of job experience, relevant benefit, conformity in flow and mental accounting. Then this paper uses an interview with 5 enterprises in telecom in Jinan to identify the influencing factors.Cpapter five, knowledge employee flow power(KEFP) model. On the basis of literature review, normative study and interview, this paper puts forwards 13 hypotheses about direct drive factors and flow tendency, mediating effects of job satisfaction/organizational commitment and modulation mechanisms of cognitive factors. Then builds and explains KEFP model.Chapter six, empirical research of KEFP model. Affirms the conceptions and relationships of research variables and designs the Questionnaire. Data used in the research is obtained by survey and questionnaires and is filled out by middle or top managers, technology employee and account managers. Combining with the SPSS13.0 analysis technology, this paper explores how much the demonstration data sustains these hypotheses.Chapter seven, conclusion and prospect. In this department, first introduces the conclusion of the research, then points out the limitation of the study and follow-up research directions.The innovation points of the dissertation are as follows:(1) Cognitive factors can influence knowledge employee flow. The existing research makes focus on outer factors, such as population statistics variable, organization and labour market, but flow is a personal behavior ,which is also influenced by subjective factors. On the basis of the existing research on this paper analyses the influence of subjective factors, and summarizes the direct drive factors(including compensation, person-organization fit, cost of flow, job opportunities in market, job satisfaction and organizational commitment) and cognitive factors(including job experience, relevant benefit, conformity in flow and mental accounting), building a systematic frame of the influencing factors of knowledge employee flow.(2) The existing research just concludes the factors that influence employee flow and seldom analyses their mechanism. This paper puts forwards the KEFP model on the basis of the mechanisms of direct drive factors and cognitive factors, helping know the immanent orderliness of knowledge employee flow. It gets that compensation and person-organization fit as important factors can drive flow; cost of flow as a preventable factor, can make employ retained; job satisfaction and organizational commitment are mediate factors which are influenced by compensation and person-organization fit and then make flow. The above direct drive factors are modulated by cognitive factors in influencing the flow.(3) The existing research is on the basis of traditional economics and management such as theories human assets investment and labor supply/demand. This paper also uses theories of behavior economics to analyses knowledge employee flow, building a new studying direction.