Knowledge Workers To Share The Impact Factor Of The Residual Claims And Organizational Performance

With the advent of knowledge economy, the knowledge staff is enterprise's most important human capital, especially those who holds the enterprise core technology and key customers with innovative ability of the knowledge-type employees. Enterprise if want to keep sustainable development and obtain core competitiveness, we should attach importance to the knowledge-based staff incentive problems. A knowledge-based staff incentive problems can't simply use monetary compensation can be solved, they tend to pay more attention to your future profit how to relate the long-term development of the enterprise. In recent years, many experts also proposed the human capital should participate in the enterprise residual income, but the demand for different types of human capital how to share surplus income, and their respective share proportion exactly how much is suitable for, there is still no one answer. Therefore, this article reference economics and management of literature, trying to open knowledge acquisition residual claims the "black box". We from residual claims Angle, points out that the knowledge contribution, knowledge stickiness degree and knowledge in level is the effect of knowledge-type employees share residual claims, three important factors, and empirical studies the knowledge-type employees share enterprise residual claims on organizational performance role.This article is divided into six chapters, concrete can be divided into the following several parts:The first chapter for this article in the introduction, mainly introduced expatiates the purpose, significance and this research method, according to article appeared in several concepts, we define.The second chapter is article review part, mainly introduced the residual claims theory, based on capital contract residual claims, based on knowledge contract residual claims and organizational performance of the vast literature field.The third chapter in this paper is the model and the questionnaire design part, main combination the second chapter related literature put forward the theoretical model, articles and proposed in this foundation this hypothesis. Our survey that surrounding articles hypothesis design, through the interview and investigation, this method have the data section.The fourth chapter is data processing and statistical analysis results section. We use of SPSS software, AMOS and scientific data measured reliability and validity, and validation hypothesis.The fifth chapter is result discuss and related Suggestions. We are based on the empirical results, analyze the assumption of practical significance, and in the light of investigation data can't support our proposed hypotheses given sufficient reasons.The sixth chapter is research limitations and outlook. Because of residual claims are a economics category concept, and organizational performance is a management category, increasing the paper writing difficulty. We must put in economics concepts quantification, such ability empirical research. Since the author academic background, cannot guarantee the limitations of science reasonable quantify these economics concepts, the article conclusion appears unavoidably many "accidents". So we are discussed, and in the light of these limitations and from the empirical results gained inspiration, puts forward the need in the future thorough research problems.