The Study On Motivation Of Knowledge Workers Of A Company In Henan Province Based On Psychological Contract Theory

In recent years, the competition between enterprises is becoming more and fiercer. If an enterprise wants to gain a foothold in society and keep them in the invincible position, it must need to own their core competitiveness. Core competitiveness depends on the quantity and quality of knowledge employees. The methods of managing these knowledge employees can not just relay on the economic contract like managing the ordinary staff because of their higher mobility. In order to make the knowledge employees play a long-term supporting power of the development of the enterprise, enterprise managers need to explore a set of suitable for the management from a new angle of view. Psychological Contract as a kind of informal contract between the organization and staff, it is favored by managers due to its unique role. Therefore, how to use the psychological contract theory to solve the problem of knowledge staff incentive has become one of the important areas of science and technology research.This article has solved the IT enterprise knowledge workers the incentive problem based on psychological contract theory. Through empirical research we draw the following conclusions:(1) According to the three-dimensional structure of the psychological contract theory, motivational factors can be divided into three categories: transactional factors, developmental factors, interpersonal type factors;(2) because of the difference of age, gender, work experience and job, knowledge workers show different favor to different preferences;(3) Knowledge workers think the importance of these three factors is developmental factors, interpersonal factors, transaction factor, but the score of the three factors is not very different. Therefore, in order to enhance the knowledge workers motivated, enterprise manager should take the following steps:(1)Take different approaches to different knowledge worker.(2)Provide knowledge workers with competitive salaries and benefits;(3) Provide suitable work;(4) Strengthening the knowledge worker training;(5) Strengthen knowledge workers career planning;(6) Create a good working atmosphere;(7) strengthen cultural incentives.