The Occupational Well-being Empirical Study Of Internet Industry’s Knowledge Staff

In recent years, Internet industry develop fast. The risk is high, profit model,and organizational structure constantly innovating and changing, the hierarchy ofneeds of the a knowledge-type employees are also changing. In the pursuit of materialrewards at the same time, more and more attention to non-economic rewards from thework itself. At the same time, the Internet companies incentives for knowledge staffhas become a focus in the field of human resources management in the Internetindustry. The concept of subjective well-being is increasingly being used in the fieldof management, and a good indicator to predict performance and turnover intention.This article from a subjective sense of happiness to start, from the comprehensiveangle of return on discussed the factors that occupational well-being of the improvethe employees of knowledge-based of the Internet industry, a bid to be found from thesixteen dimension of the comprehensive remuneration the on the subjective happinessof a sense of has a positive influence the factors that for the Internet industry humanresources management practices provide guidance.In past studies, the total compensation is mainly focused on the development ofthe concept, the function of the extension in the human resource management practices focused largely on foreign enterprises, domestic enterprises are still in a waitstate； research on subjective well-being, the original origin psychology research,measurement residents of happiness. Occupational well-being, that happiness, inrecent years, more and more applications in the field of human resources management,many articles from theory to explain the high subjective well-being to improve theirperformance, enhance organizational commitment, reduce turnover rate of and such asthe role of, and in theory a to analysis of a may bring the factors that of the high-thesubjective sense of happiness of the employee, there are also a small amount of thefactors that of the literature on affect the employee the subjective sense of happinessof conduct an empirical analysis, respectively, from the aspects of the income,atmosphere of the organization, etc. carried on the induction, but as the basis for acomprehensive remuneration less systematic empirical considerations. This paper is tofind the elements of the overall remuneration of the Internet industry knowledgeworkers play a motivating factor.The research method is a combination of literature research and empiricalanalysis questionnaire circulated to the knowledge workers of the15Internetcompanies,220valid questionnaires were analyzed with SPSS19.0statistical software,on this basis, draw the following Conclusion:First, through the correlation analysis that12indicators with happiness, there is asignificant correlation between the16indicators in total compensation, the12indicators variable compensation, cognitive incentives, retirement security, savingsplans, paid on leave, career development, performance management, took over asplanning, training, the leadership of, Performance support, the working with the lifebalance； there are no exist between in the four indicators with the work sense ofhappiness was significantly associated the relationship between, they are the, fixedsalaries, stock awards, health insurance, organizational climate.Second, regression analysis showed that: with the Internet industry,knowledge-based employee well-being was positively related to the overallremuneration12indicators in five indicators significant impact on the work ofwell-being, namely: leadership, succession planning, career development, cognitive rewards, variable pay.Based on the above results of the analysis, some management recommendations:for the leadership of the selection of, be sure to through an integrated the leadership offorce indicators, selection have the ability to, ideological and enlightened, there areconducive to the organization of the leadership to achieve the objective. Employeesneed to develop thinking, creating space for development of staff. Can create virtualpositions to employees and job promotion space. On the other hand, to develop thecareer path, improve the design of the qualification level, so that employees continueto be able to see the prospects for capacity growth and capacity growth through theirown efforts to reach space. Also need to pay full attention to the implementation ofcognitive Incentive Plan. Attention to the role of variable pay. Variable pay is notcapped, the expected return space to employees, the fair variable pay isperformance-based, so the first thing to establish a reasonable and fair performanceevaluation mechanism, to effectively measure the performance of employees within acertain period, which reward.