| With the knowledge-based economy arriving, the economic situation and socialenvironment has been changed. The new management model, the new way of lifestyleand a new job change has also appeared.Alvin Toffler said that Mankind is confrontedwith a quantum leap forward, in the face of the most intense social change and creativerestructuring in the history of human beings. The companies, as the individual cells ofthe body of a socio-economic, are facing many unprecedented problems. In order toachieve their own survival and development, they must seek outside help, managementconsulting firms which is another brain of companies have came into being in thiscontext and are developing rapidly, when they own face the difficulties that they cannotsolve. According to statistics, the top500enterprises in the world, more than50%ofenterprises have long-term cooperation with the management consulting firms.Since the opening up reform, socialist economic construction has beentransforming from a planned economy to a market economy. The national companiesare confronted with the competition and challenges of the multinationals, the impact ofbusiness philosophy, business model, organization and other aspects come fromstate-owned enterprises, the private sector and a large number of other enterprises, inthe course adapting to the requirements of the WTO system of rules and integrationwith the international economic community. So, more and more enterprises often seekthe help of the management consulting firm, the other brain of companies, when theyface the difficulties which they cannot solve by themselves to help provide solutions tothe problem and ideas with the experience and knowledge of the "brain". Therefore,there is a huge demand for management consulting services in the domestic market. Knowledge workers as the carrier of the core competitiveness of enterprises areeven more important in the management consulting industry. The enthusiasm andcreativity of the staffs has a direct impact on the achievement of the corporateperformance objectives, the realization of economic, social, and core competitiveadvantage. Management consulting industry is a knowledge-intensive service industrythat has high demand for practitioners, including excellent professional quality, richmanagement experience, consulting experience and so on. But these talents often havehigh independent and high liquidity feature. Hence, how to better attract and retaintalents, how to fully stimulate the inherent potential, how to enable them to activelycontribute to their own effort and labor to create value for the company, and how toimprove the satisfaction of knowledge workers are the important content that thehuman resource management must work with.This thesis use literature research, interviews, questionnaire study these threeresearch methods to deeply explore the impact the satisfaction factors ofknowledge-based employees in the Chengdu Management Consulting Industry bydescriptive analysis, factor analysis, regression analysis and other empirical researchmethods.This thesis through the way of theoretical interpretation, literature reviews putforward the factors that affect the knowledge-based employee satisfaction. I proposesix main factors by principal component analysis of these factors to reduce thedimensions and I build a multiple linear regression model, and empirical results suggestthat wages factors, the factors of the work environment, career development factors andteam atmosphere factors as four key factors affecting the knowledge-based employees’satisfaction, which is positively correlated with the satisfaction of ChengduManagement Consulting Industry knowledge-based employee.Combined with empirical results, we may get the managerial implications inenhancing the satisfaction of the knowledge-based employees through the actualsituation of Chengdu Management Consulting Industry: First, in order to improve theknowledge-based employees’ satisfaction, optimizing employee working conditionsand working environment is a good way. Second, it needs the company proceeds fromthe internal management. It means that the company must base on staff characteristics,the implementation of flexible working hours, increase the flexibility and autonomyof work. Third, it could be achieved internal and external fair by adjusting theremuneration system and the benefits of diversity and individuality by improving thewelfare system. Forth, companies also could establish career development mechanism, learning and training education platform to help staff development and upgradingthemselves. Fifth, the enterprises need provide help and support to strengthen theconstruction of knowledge management, to create a knowledge base platform foremployees to acquire knowledge, to share of knowledge and to make knowledgeinnovation. Last, the enterprises could shape corporate culture, form a good teamatmosphere and harmonious interpersonal relationship. In this way could theenterprises improve the employees’ satisfaction and the level of performance toachieve the common development of employees and the companies. |
