The Research On The Incentive Mechanism Of Knowledge Workers Based On The Psychological Contract

In the era of knowledge economy，intellectual capital become the most scarce resources，socialand economic development and improve market competitiveness，realize the sustainable development ofthe key and decisive factor. As the carrier of knowledge capital，knowledge workers to master theknowledge，skills，information and technology，is the main force of enterprise value，especially in high-techenterprises，more than80%of the management object are knowledge workers. Therefore，only througheffective incentive mechanism，give full play to the potential of the knowledge-type employees，will befundamental to the development of enterprises. Knowledge workers，however，compared to the ordinaryemployees have their own unique personality，they have received higher education generally，autonomy isstrong，big mobility，high achievement desire，pay more attention to their own interest，career developmentand personal growth，etc. In reality managers have also found some incentives in ordinary employees areuseful，but it is difficult to achieve the ideal effect on knowledge workers. Therefore，study thecharacteristics of knowledge workers，and the effective incentive measures is very important. This paperintroduced the concept of psychological contract，according to the knowledge staff’s personality，from theperspective of more in line with their characteristic research the incentive. Psychological contract betweenorganization and employee implicit mutual expectation，affect employee behavior，work attitude，jobperformance，satisfaction and turnover，etc. In this paper，starting from the expectations of employees isstudied，respectively from the level of mental，emotional and relationship to inspire the enthusiasm of staff，has more realistic significance.The purpose of this paper is to study the high and new technology enterprise of knowledge staffincentive problems in Beijing，using literature analysis，questionnaire survey and statistical analysis andother methods，from the most basic incentive theory and the psychological contract theory，combined withthe characteristics of knowledge workers and demand，analysis of the knowledge employees’ psychologicalcontract content. In order to facilitate research，we draw lessons from domestic and foreign related researchresults，the preparation of the status quo of incentive method to knowledge employee questionnaires basedon psychological contract "，in Beijing，such as huawei，baidu，tencent，shake handshandle net of high andnew technology enterprise knowledge staff as a sample，to study the status quo of incentives of knowledgeworkers，and USES the factor analysis method and fuzzy comprehensive evaluation method on the statisticanalysis of questionnaire，the study under the perspective of psychological contract satisfaction，incentivemethod to knowledge employee incentive demand factors and get the following conclusion:(1) Psychological contract dimension of knowledgeable employees in new and high technologyenterprise of Beijing city in line with the three-dimensional structure，namely transaction dimension anddevelopment dimension and relation dimension.(2) Maybe due to the particularity of the object of study，knowledge staff pay special attention tolong-term stability of high wages，job security，medical，unemployment，and insurance and other welfareaspects of the psychological contract content.(3) At present，the Beijing municipal high and new technology enterprise of the current onincentive method to knowledge employee satisfaction is not high，especially in terms of compensation andcareer planning，satisfaction is low.In this paper，the research conclusion，on the basis of constructing the knowledge staff incentivemodel based on psychological contract，and respectively from transaction dimension and developmentdimension and relation dimension incentive strategy is put forward，in the clear the employees andenterprises to realize their own responsibility and obligation to the other party，on the basis of as much aspossible to the other person’s expectations，to reduce the happen of the satisfaction for the enterprisecomprehensive understanding of the psychology of employees，effectively motivate staff，improveenterprise management provides the certain reference function.