An Empirical Study On The Salary Elements Of Knowledge Workers After

As a new generation of the workplace, the overall high turnover rate of 90 knowledge workers, far higher than the average level, employee turnover rate in the future, with a large number of knowledge workers after 90 the influx of enterprises, will bring new problems and challenges to the human resource management of enterprises.After 90 knowledge workers, is 90, and higher educated, have higher more diversified demands for the quality of life and value of life, they are "people", "self realization", with economic demand, the hypothesis of "economic man" is the premise of economic incentive mode will gradually lose the past the utility. The huge economic rewards may not be able to exchange for 90 knowledge staff responsible for work, economic incentives can only play a supporting role in other factors. We need a comprehensive incentive, to meet the needs of knowledge workers of 90 multi-level, diversified. The current our country enterprise especially in high-tech enterprises, lack of incentive for 90 of knowledge workers, the traditional compensation incentive mechanism has been gradually exposed to 90 after the knowledge staffs adaptability.Based on the analysis of population characteristics,90 demand of knowledge staff characteristics, based on total compensation theory, with the knowledge of YJ Polytron Technologies Inc 90 employees as the research object, starting from the 90 knowledge workers feel at work for, with reward related content diversification, to explore the relationship between the total compensation elements and 90 the knowledge staffs work performance and turnover intention.In this paper, through a questionnaire survey of knowledge of YJ Polytron Technologies Inc 90 employees get the research sample, using SPSS software on the sample data descriptive analysis, correlation analysis and regression analysis, the compensation factors and work performance of the correlation hypothesis, the compensation factor and turnover intention correlation hypothesis test to demonstrate one by one. The study found that, the external salary incentive effect to 90 factors of knowledge workers is limited, the intrinsic salary incentive effect to 90 elements of knowledge workers is more significant, fairness, satisfaction of internal boss appreciation and satisfaction, enterprise satisfaction attaches great importance to friendly cooperation atmosphere of the three elements of internal pay satisfaction will affect our knowledge employees work performance directly, and satisfaction with 90 knowledge staff internal fairness, satisfaction boss appreciated and valued satisfaction, work and life satisfaction, business friendly and cooperative atmosphere balance satisfaction, enterprise culture satisfaction five intrinsic compensation elements of the turnover intention is closely related. According to the results of this study, according to the comprehensive compensation theory and Maslow’s hierarchy of needs theory explanation.In the fifth part, according to the results of empirical research, put forward the optimization suggestions respectively from two aspects of internal and external salary salary on the salary management of knowledge type YJ Polytron Technologies Inc 90 employees, but also for the management of knowledge workers after 90 many current companies are facing the difficult position, from the high rate of proposed solutions beneficial, and provides data the results for the research in this field.