Research On The Incentive Factors Of Knowledge Workers Of The New Generation

In the era of knowledge economy,thecore competence is the foundation of enterprise's sustainable development.Knowledge is the source of enterprise core competence and the power cannot be used without knowledge-based employee who is the carrier of knowledge.As the representative of the new era of the knowledge employees,a large number of the new generation of knowledge workers is stepping into the workplace and become the company's fresh blood.They have received higher education,possess professional knowledge and skill so that theycan accept new things,new ideas quickly,which makes them become a driving force for the development of the enterprise.But their high liquidity,low loyalty and special values,etchave brought new challenges to the enterprise management.How to stimulate them effectively,managers must be concerned on how to attract,retain and motivate their subjective initiative,so that their value can be maximize used.So it is very necessary to study the motivation factors of them.This paper takes the new generation of knowledge workers as the object of empirical research.First of all,this paper extracts 16 main incentive factorsthrough literature research,interview and questionnaire survey method and build the new generation of knowledge staff incentive model assumptions.Then,it gives the descriptive analysis of sample date,which concluded the five most important incentive factors of them in the current and five years later.By paired sample T test,we can see that Cenozoic knowledge-type employees are generally lower for the incentive factors of satisfactioncurrently,especially for Learning and training.Compared with the current choice of incentive factors,theirpreference havesignificant difference on work independently,participate in the management,work life balance five years later,but other factors was not significant.After that,by factor analysis,the 4 main factors are extracted from the 16 incentive factors,which are the basic guarantee,respect need,self realization and organization platform with the characteristic value greater than 1.Using analysis of variance,it is concluded thatCenozoic knowledge-workers with different background characteristics,such as gender,growing environment,marital status,education level,school level,have different preferenceof various incentives.In the end,the hypothesis modelof motivation factors for the new generation of knowledge workers wasmodified according to the results of the empirical analysis.The author proposed the corresponding incentive strategy from four aspects: the basic guarantee,the respect need,the self realization need,the organization platform andattention should be paid to the development and implementation of incentive strategies.