The Research On Knowledge Staff's Motivation In Terms Of The Orgnization Fit Theory

In a era of knowledge economy, knowledge has been the resource of enterprise key competitive power instead of capital, ground and labour force. So as the carrier of knowledge, the knowledge staffs become the most impotant treasure for the enterprise.By the review of literature, we find out that almost all the study were based on the old motivation theory and methodology, short of creativity. However, the research of knowledge workers is a new domain and the knowledge staff are most quickly changing with the society. The study about how to motivate them should go with the movement of their characteristic and the management theory, be full of innovation.In this paper, the knowledge staff's features and the motivation theory are totally analysed and on this base, trying to study the motivational mechanism by the organization fit theory. To compare the needs characteristic fo knowledge staff and the organizational supplement in organization fit theory, finding that they are highly overlapped, that is to say the organizational supplement in organization fit theory can satisfy the need of knowledge staff for motivation; On the other hand, the the research of organization fit theory suggested that high fit rate between the staff and the organization are positive proportion with the perfomence and the low dismission rate, all these can testify the feasibility to study the motivational mechanism by the organization fit theory.The author carried our sample survey on 107 knowledge staff about their motivation needs and the motivatied situation according the organization fit theory and built the motivation mode of knowledge staff, in which setting target-making effort-producing-being rewarded-contentment are followed and contentment-more effort,contentment-more capable, contentment-higher goal are produced.The research suggested that the knowledge staff different from the non-knowledge staff, need such motivation as organization, culture and induvidual maturity more frequently. Ttraditional motivation method as rewarding and elevation are less needed. But the supplement of motivation by the enterprise and the need of the knowledge staff are not consistent. So the enterprise should motivate them in terms of their needs.