Study On Incentive Factors Of Enterprise Knowledge Staff On The Early Stage Of Occupation Career

In the current trends of economic globalization and information, the competition betweenenterprises has increasingly embodied in the competition of knowledge, knowledge economyera has been coming, and the competition of knowledge is between the masters of theknowledge-knowledge staff finally. In recent years, the knowledge employees on the earlystage of occupation career has gradually become the critical employees of enterprise who playa more and more important role in enterprise. But how to deal with the incentive problems ofknowledge employee on the early stage of occupation career has become a priority amongpriorities, also become the attention points both in managers and scholars. How to understandthe needs of the knowledge employee on the early stage of occupation career accurately,encourage them to make contributions to the enterprises and improve the workingenthusiasm and loyalty, the managers of the enterprise should pay attention to all those.This study based on the results of previous studies, combined with the traditionalincentive model and incentive theory, sorting out and summing up the incentive factors of thisstudy, and increase some incentive factors. Doing a network survey and questionnaire surveyto the knowledge employees on the early stage of occupation career in order to collect data,then compare and analysis the effects between the actual level of incentives and incentivefactors, using the factor analysis method to reduce dimension of the actual level formotivation of incentive factors, find the relationship between the incentive level and theincentive effect through the correlation analysis and regression analysis, then construct theincentive model of knowledge employee on the early stage of occupation career. The mainconclusions are as follows: the top five of incentive factors were job approval, salary andwelfare, career development, work respect, job guarantee according to the importance of thefactors. The top five of actually incentive level were working conditions, teamwork, workrespect, salary and welfare, working achievement according to the satisfaction of employee inthe real company. The real motivation level of incentive factors is low generally, mostcompanies do not satisfy the employees well, but also most employees are not satisfied in thetop five of the incentive factors. The job enthusiasm of staff is low on the whole. Attention to the incentive factors is great different between employees who is on the different occupationcareer stages, whether the knowledge workers is at the early stage of occupation career, withdifferent genders, in different nature of enterprise, with different income, in different regions.Incentive factors is classified into organizational environment, self development, work value,social respect four comprehensive factors. Through the correlation analysis and multivariatelinear regression analysis, then found that the organizational environment, self development,work value, social respect are all positive correlation significantly with the enthusiasm forwork. At last, put forward related suggestions according to the research conclusions, andpoints out the prospect and the deficiencies of this the study.