Study On Incentive Strategies For Knowledge-based Employees In Internet Innovative Enterprises

Incentives are an eternal topic for businesses and managers.With the changes of the times and the development of society,Internet companies have been leader of today's economy.The traditional incentive strategy can no longer meet the needs of a new generation of employees.Incentives also need to send new content and meaning with the development.Different from traditional enterprises,Internet companies have a higher proportion of knowledge workers.Compared with traditional employees,they have higher quality and more independence.The value that a knowledge worker can create is Several times or even dozens of times than the ordinary employee.Although Internet companies have experienced many years of development,Internet companies still have many problems in terms of knowledge-based employee incentives,including single incentives,egalitarianism,differential incentives for knowledge workers,and lack of scientific and standardized performance appraisal systems.These problems directly affect the value of knowledge workers in the enterprise.Especially for Internet innovative enterprises,knowledge workers as intangible assets of enterprises play a vital role in the survival and development of enterprises.As a domestic Internet innovation enterprise with knowledge workers as the core value creators,Enterprises B directly affect the development of enterprises and survive of Enterprises B knowledge workers through effective incentives,so that they can fully exert their skills and advantages,thus creating more value for Enterprises B,is the biggest challenge for its human resources departments.Psychological contract,as delimiting "the implied,informal,undisclosed between both the employer and the employee,also containing mutual vision and responsibility".For a group of knowledge-worker like a researcher,a traditional single economic contract is hard to make a substantial effect on its incentives.However,studying the incentive system from the perspective of psychological contract can more fully understand the expectations of employees for the organization,and then use corresponding activate their maximum potential and bring the greatest possibility.This is constructive for helping companies improve their core competitiveness.This paper starts from the perspective of psychological contract,takes the employees of Enterprises B as the research object,studies the incentive system of knowledge workers of Enterprises B,analyzes the inner needs of employees and the shortcomings of the current incentive system,and then based on psychological contract,The Enterprises B knowledge-based employee incentive system should clarify which specific improvements are made to achieve the effectiveness of the excitations.Front of all,research related papers and literature.According to the results of other studies excellent papers,using the questionnaires on the incentive system of B employees based on psychological contract are designed from the three dimensions of relationship responsibility,transaction responsibility and growth liability.Though above,Analyze the findings and identify the problem accord the search that B companies are currently motivating.By builing the psychological contract formation,test the model,and clearly construct of thoughts an incentive system based on psychological contract theory,and then proposing a Enterprises B based psychological contract-based incentive system improvement program for specific problems.