Factors Of Incentive Among Knowledge Works And Engagement Relationship Research Based On TRA

An important period in China’s economic transformation，Competition in enterpriseschanges from resources to talents, As a combination of high-tech and traditionalmanufacturing, electronic equipment manufacturing industry is one of the organizationswhich is rich in intellectual resources in China, and is also a gathering place for all kinds ofprofessional and technical personnel. Especially after the industry overall strategicreorganization, pure processing, imitation has been unable to meet the sustainabledevelopment of the industry, it needs knowledge workers to be the main force to realize"Made in China" to "Create in China", It make sense for the development of electronicequipment manufacturing as well as the restructuring of industry. But affected by the specialconditions of China and the traditional management mode, the whole industry also belongs tothe special period of transition, many questions emerged: the lack of relevant managementand development experience, the incentive mechanism is not perfect, serious loss ofknowledge workers. Therefore, in order to maintain the core competitiveness of China’selectronic equipment manufacturing industry, to maximize the effectiveness of knowledgeworkers, it is necessary to solve the incentive problem closely with employees, improveemployee engagement, retain talent, and ultimately improve organizational performance.Studies have confirmed, employee satisfaction is engagement in the antecedentvariables, the results of employee engagement on individual performance, workingenthusiasm and knowledge sharing, organizational performance has a significant positive rolein promoting the index, and negatively correlated with employee turnover intention. Therefore,this paper is based on the conclusion, based on TRA to establish internal and external factorsthat motivate students and enhance the relationship between employee engagement model and tested using structural equation, using hierarchical regression test motivators exogenous andendogenous incentives dedication the relationship between the degree of regulation.According to the empirical results of the electronic equipment manufacturing feasibility ofproviding knowledge workers through incentives comments and suggestions to enhanceemployee engagement.The main conclusions of this study:(1) endogenous incentives mainly by acting on theindividual’s behavior and attitude, thereby affecting employee engagement, motivationexogenous factors are mainly affected by acting on the individual’s level of employeeengagement subjective norms;(2) internal and external factors that motivate students throughengagement attitudes and subjective norms will significantly improve employee engagementwill, and then into action;(3) the desired material incentives endogenous incentives crowding,inspired by the spirit desired endogenous incentives to produce Crowding, exogenousincentives within the organization will support endogenous incentives to produce Crowding.