An Empirical Research On The Relationship Between Non-economic Reward And Job Satisfaction Of Knowledge Staff In Enterprises

In 21st century, as people material life level has been greatly raised, low-level demands are gradually getting satisfaction. People has an increasingly strong desire for high-level demand, the functions of spiritual incentive are becoming more and more prominent. While employees are pursuing material reward, they are paying more and more attention to some Non-economic reward from the work and the organization itself. Non-economic reward refers to the spiritual satisfaction and psychological utility from the process of work in addition to economic income. Compared to common employees, the knowledge staff has stronger desire for seeking knowledge, hopes to have more independent space. Their job is more complexity and creative. They always tend to have higher demand levels, have a strong incentive to achievement, expect challenging work and personal growth opportunities, pursue emotional satisfaction and self value realization. Therefore, the knowledge staff's working characteristic, demand characteristics and the contents of Non-economic reward have amazing internal consistency. The Non-economic reward can well meet the employees'higher level of needs from emotion and psychology and improve their work satisfaction and loyalty. Therefore, developing the research on the relationship between Non-economic reward and job satisfaction of Knowledge staff in enterprises has realistic meanings.Based on the basis of literature review, this paper puts forward the research hypotheses, designs the questionnaire on the relationship between Non-economic reward and job satisfaction of knowledge employees. On the basis of investigation, this paper developing an empirical research on the relationship between Non-economic reward and job satisfaction of knowledge employees with SPSS16.0 statistical software. The main conclusions are as follow:1. Knowledge employees'Non-economic reward is composed of three parts: pay from work atmosphere, pay from work itself and pay from individual development.2. There is some difference among the different demographic knowledge staff on the feeling of job satisfaction and Non-economic reward.3. The income and the non-economic reward is complementary. Compared to the common staff, the staff with higher income acquires more Non-economic reward from work and organization obviously. 4. Three dimensions of Non-economic reward are pay from work itself , pay from individual development and pay from work atmosphere. They all have a positive correlation with job satisfaction.5. The three dimensions of Non-economic reward - pay from work itself , pay from work atmosphere and pay from individual development , can together predict job satisfaction's variation of 57.5%. Among them, predictive power of pay from individual development is the best.Finally, combined the empirical conclusions and enterprise actual, this paper puts forward some countermeasures and suggestions, such as setting up overall compensation system, designing personalized salary solutions, conducting personal development reward management, work reward management and working environment management.