A Study On The Motivation Factors Of Knowledge Employees In Initial Career

Now it is the time of knowledge-based economy, the core of a company is talent and knowledge. Competitions among enterprises and optimize the allocation of resources must be achieved by relying on the carrier of knowledge employeess. Having a group of high-quality with high capacity of knowledge employeess in enterprises will occupy a dominant position in the completion. The motivation problem of the generation after 80s'knowledge employees has been initiated common concern in research and practice management. The point is from each according to his ability, to each according to his need. This is a survey of the need of the knowledge employeess in their early days' career, eventually got what motivation factors significant influence on to be encouraged state.This article is firstly by reading through the literature, drawing on the results of previous studies by analyzing and summing up the early stages of a career model for knowledge employees.And then using statistical software to make a survey of knowledge works in their early stage career in different parts of China's industries by questioning and analyzing. Based on the results of the studies, we reframe the model of motivate factors of the knowledge employees in early stages of career, and provide some measure and suggestions about the construction of a motivating mechanism, then come up to the conclusions.1,The knowledge employees in initial career to pursue the personality, independent and extraordinary, they asked the work you have full autonomy, get the identity colleagues respect, continuous learning promotion, a great sense of accomplishment, also we should meet their specific demands, to stimulate their enthusiasm, excited, energy and effort. The five most important facts of how to encourage the staffs are:salary and welfare growth, career development, the prospect of company, working atmosphere, working recognition, working stable. 2,More than half of the knowledge employeess in initial career were incentive with low levels in work. Through the related analysis, the conclusion of this career extracts the initial knowledge employees incentive factors and inspire degree are significant positive correlation, this shows that the incentive factors by raising the satisfactory degree can effectively improve knowledge employees, and the correlation coefficient of higher factors to enhance the incentive degree, for exempla salary and welfare, career development, working challenges, the prospect of company.3,The knowledge employeess'in initial career incentive factors include three dimensions, and from high to low factors are working value factor, personal development factor, system environment factor. Among them, work value factors include working independently, working challenges, working interest, working stable; personal development factors include career development, working recognized, study and training, prospect of company; system environment factors include salary and welfare, working atmosphere, system culture, leadership quality.4,The knowledge employeess' in initial career need the incentive factors, what include career development, working interest, working recognition, salary and welfare, leading quality, enterprise system. But they feel satisfactory incentive factors are working stable, prospect of company, working challenge, working recognition, career development, leading quality. Through the comparative analysis, they subjective judgment needs degree and actual feeling satisfaction are significant difference; the difference reflects enterprise incentive effect early was not good.5,Different background characteristics variables on incentive factors need degree have different implications. To work value, personal development and system environment three driving factor needs degree, men's subjective judgment than women. As the growth of the age, they paid more and more attention to the personal development factors. Unmarried employee demand more than married employees on working value and personal development, but the institutional environment factor less than married employees. The higher degree of the knowledge employees paid more attention to the work value. Foreign enterprise employees demand more in work value factors, while the private enterprise employees demand higher in system demand environmental factors. After 1to3 years work, they stress working value and personal development factors, after 3 years they experience are more system environment factors. The man who engaged in the research and development like working value factor, the person who engaged in marketing like working challenges, working independently and other concrete incentive factors, knowledgeable employees engaged in management are more attention system environment factor.