Research On The Relationship Between The Knowledge Staff Work Motivation And Work Performance

With the development of economic globalization, knowledge staffs are playing an increasingly important role in the enterprise, they have become an important production factors and the basis of creating enterprises competitive advantages. In order to maintain sustainable competitive advantage in the new economic environment, enterprise must have the knowledge staff.From the point of view of the present situation of domestic enterprises, most of the enterprises are not without talents, some even a noticeable phenomenon of surplus personnel. The human resource management of Chinese enterprises should pay attention to how to make rational use of existing knowledge-type employees and give full play to their potential, and work motivation, how to arouse the work motivation to improve work performance has become the core of enterprise human resource management and the key.This research on knowledge-staff motivation and work performance relationship for business constructing human resource management system, especially the better management of knowledge workers provide inspiration and reference. Because each individual factors exist differences of knowledge workers in this article, considered as the moderator of personal property, such as the knowledge-type personnel of sex, age, marital status, level of education, income, life, such as the nature of personal property are included in the scope of the study. In order to better understand the different properties of employees at work motivation and performance differences. In this job performance structure design in task Performance of traditional, neighboring performance of two-dimension performance classification based on introduced to concerned staff ability and reflects future development of the performance of adaptive performance. Make performance theory is more comprehensive and perfect the work, and investment and people to promote its performance is divided into two dimensions to study.In this article, empirical method of analysis of the characteristics and laws of motivation, and try to study work motivation and performance relationship.Through literature reading and understanding of a large number of analysis, define the meaning of work motivation and the performance, and measurement of dimensions and data analysis results verify the relationship between the two, which draw corresponding conclusions and recommendations, and pointed out that lack of research and prospect of the study.The full article is divided into six sections. First for the introduction, mainly introduces this background, significance, research contents, thoughts, research method and structure arrangement and innovation of the department. The second review is mainly related to domestic and foreign research achievements summary and review. Third to study design, including the theory of architecture and related variables explain study on the assumptions made. Fourth is a questionnaire survey and data analysis, by designing an empirical analysis of the questionnaire and analysis on reliability and validity of the data, analysis of variance, drawn Analysis of Correlation and Regression analysis and empirical test results, to verify that the working relationship between motivation and performance. Fifth research results and related suggestions, including data analysis and conclusion of the study, and how to improve enterprise knowledge type staff work performance put forward relevant proposals.The conclusion full article of the sixth.Summary of this new department, the limitations of the study, and prospects for future research.In this research refer to the relevant scale and theoretical literature, combined with the actual situation of Chinese enterprises produced a "knowledge-staff motivation and performance questionnaire" Through Beijing, Chengdu, Daqing more than three enterprise knowledge staff a questionnaire survey to reclaim 163 valid questionnaires as samples, and Application of SPSS analysis on reliability and validity of the data, analysis of Variance and Correlation and Regression Analysis method and theory assumed an empirical research on the proposed.According to the needs of the research on the construction of a work motivation and performance study of architecture, this research on the core of the need to verify hypothesis HO:Knowledge-staff motivation and work performance marked the relationship, that is, the stronger the work of its staff motivation, his work performance will be higher. In order to support the core assumptions core hypothesis is divided into two parts respectively made two assumptions. Hypothesis H1:internal motivation and performance there was a significant positive correlation. Hypothesis H2:the external motivation and performance there was a significant positive correlation. Through the breakdown of these two assumptions, but also to make the following assumptions: the internal motivation and performance among the various dimensions of significant positive correlation between external work motivation and performance among the various dimensions of significant positive correlation to form the assumption tree of this research.Through comprehensive analysis and study on main draw the conclusion that:Motivation and performance in general showed significantly positive. Intrinsic motivation factors of emotion experience and work performance in all dimensions are 0.01 level marked the relationship. Intrinsic motivation factors of cognitive demands and working performance between each dimension there were 0.01 level marked the relationship. Evaluation of concern of the external motivation factors and its performance of interpersonal relations of significant positive factors exist the 0.01 level, and task performance in the 0.05 level marked the relationship, and work performance, neighboring the work in no significant correlation between the factors of performance. However, adaptability and significant negative correlation relationship between the performance of a 0.05-level.Preference of different nature of enterprise and extrinsic motivation, intrinsic motivation of cognitive demands, emotional experience and job performance were no significant differences between the various factors, enterprises and work motivation and performance of different factors are no significant differences. Gender and extrinsic motivation factors, intrinsic motivation factors of emotion experience, there are no significant differences, and task performance, neighboring the performance of various factors, there are no significant differences, and intrinsic motivation factors of cognitive demands and adaptive performance exists significant differences.Work preferences of different age and extrinsic motivation and evaluation of concern and intrinsic motivation factors of emotion experience, there was no significant differences, and work performance peripheral performance and task performance and adaptive performance is no significant difference, but with the internal motivation of cognitive demands there are significant differences between; different marital status, intrinsic motivation and extrinsic motivation and performance of task performance, neighboring performance and adaptability performance factors are no significant difference. Different and extrinsic motivation factors in annual revenues, intrinsic motivation factors of emotion experience no significant difference, there are significant differences between cognition and demand factors. And task performance at the same time, human factors, there was no significant difference in surrounding performance, adaptability and performance and job involvement there are significant differences between neighboring performance, the work of different age and extrinsic motivation factors and cognitive demands of intrinsic motivation is no significant difference, and internal motive emotional experience there are significant differences between, adaptability and performance, the task performance and its performance work input factors are no significant differences, but with neighboring performance between interpersonal significance; different levels of positions and task performance was no significant difference, adaptability and performance, and there are significant differences between the neighboring performance factors.The study of innovations mainly reflected in the following several aspects:First, the construction of the new knowledge-staff general theory of work motivation and work performance model research of work motivation of knowledge-staff as the argument, work performance as the dependent variable. And the introduction of all his personal properties for the moderator, expand the areas of research on performance management.Second, application of empirical research on the relationship between quantitative analysis of motivation and performance, verify that a lot of assumptions proved work motivation of knowledge-staff performance can be increased output, found that marked the relationship between the two, rich in both content, and put forward some proposals.Third, on the characteristics of Chinese enterprises, put forward some practical reference value of proposals and measures for improving the knowledge-staff performance.