Study On Incentive Problem Of Knowledge Workers In Handan City Based On Psychological Contract

With the promotion of economic globalization and the arrival of the era of knowledge economy,the traditional management system of the organization is also changing.In the organization,the most valuable asset is no longer plant,machine,product,but knowledge and talent.Unlike in the industrial age of the 20 th century,these assets are no longer owned and controlled by the organization,but are in the hands of knowledge workers.Therefore,the biggest challenge for managers is to stimulate the creative potential of knowledge workers and improve the productivity of knowledge-based employees.The most effective way to improve the productivity of knowledge workers is to improve their incentive mechanism.Based on Handan city as the representative of the third-tier cities in our country,a study about perspective of psychological contract incentive of knowledge staff was conducted in all kinds of enterprises and institutions,including the public sector,Banks,schools,enterprises,companies,firms and other professional types.In the survey,knowledge workers who were interviewed ranked 20 different psychological contract items.The results showed that the knowledge-based employees in third-tier cities pay more attention to the dimensions of material conditions and employees’ development,while many organizations ignore the latter.It also shows that for the incentive of knowledge workers,the organization needs to combine the internal and external incentive factors from the psychological contract point of view.On the basis of the results of the survey,this paper constructs psychological contract dimension of the knowledge-based employees in the third-tier cities,four dimensions of incentive strategy is put forward,the material conditions,staff development,work environment,the nature of the work.It enables the organization to have a deeper understanding of the psychological contract content of knowledge-based workers and to expect better performance of relevant responsibilities and obligations.It provides reference for the organization of such regional organizations to comprehensively resolve the employees’ mentality,effectively motivate employees and improve the management and operation of the organization.