The Research On Incentive Mechanism Of Knowledge Workers Based On The Theory Of Occupation Anchor

With the spreading of the internet knowledge economy, the global competition is becoming more intense, the competition of technology and talent has brought unprecedented opportunities and challenges for the long-term development of the enterprises. The key to enhance competitiveness for the enterprises’ long-term development in competition is the knowledge staff’s creative ability, work efficiency and quality. So enterprises needs to take reasonable incentives to motivate knowledge employees’ knowledge and skills. Knowledge workers and staff members are different, they generally have many unique features, performance will have different characteristics in demand, therefore the need for incentive is not the same. If using a single mode excitation, some incentives for parts of the staff are useful, while it is difficult to achieve a comprehensive incentive effect. Therefore, in order to realize the comprehensive and effective incentive mechanism, this paper according to the current organizational structure characteristics and stimulate demand characteristics of knowledge workers in the new period, determine the enterprise knowledge staff incentive mechanism based on the career anchor theory research direction. The topic research goal will be to improve the enterprise’s incentive effect, to ensure that the knowledge staff loyalty and long-term career planning, and form an effective cooperation mechanism, make enterprise and knowledge workers get common development, which has a important theoretical significance and guiding value.This paper includes six chapters, the first chapter is an review and summarize about the research background, research significance, and status at home and abroad; the second chapter has summarized the theoretical basis of the study, including career anchor theory, summary of knowledge workers and incentive theory; chapter 3 has analyzed the career anchor for different types of knowledge workers demands’, and put forward the following empirical research goals and assumptions; the fourth chapter is an empirical analysis in the form of questionnaire, to find the career anchor for different types of enterprise knowledge staff s’ incentive factors in statistical analysis; the fifth chapter will be on the basis of statistical analysis, to design incentive model for different types of enterprise knowledge staff based on different model career anchor.