Research On The Optimization Of The Incentive System Of Knowledge Workers In J State-owned Enterprises

With the globalization and diversification of the world economy,the increasingly prosperous economic background will also bring greater challenges to the development of enterprises.This means that the competition for talents is more focused on knowledge workers who can create,disseminate and apply knowledge.For enterprises,knowledge workers need to have high knowledge reserve,but more importantly,they can constantly strive to improve their knowledge ability and form continuous innovation and development of knowledge.Therefore,for enterprise managers,how to meet the inner needs of knowledge-based employees and how to motivate knowledge-based employees to actively learn and create in their work are the problems and problems that have to be considered.Based on the research background of J state-owned enterprises’ knowledge workers,this study defines the concepts of psychological contract and knowledge workers,as well as the theoretical basis of demand level theory and equity theory.Starting from the psychological contract theory and under the guidance of the incentive theory,this paper takes the knowledge-based employees of J state-owned enterprises as the research object,uses the method of empirical investigation,questionnaire survey and statistical analysis to explore the needs and satisfaction status of knowledge-based employees of J state-owned enterprises,and explores the problems existing in the incentive strategies of enterprises for this group.Finally,based on the psychological contract,this paper puts forward some practical suggestions.It is found that the theory of three-dimensional structure of psychological contract is more suitable for the psychological contract structure of knowledge-based employees in J state-owned enterprises,and there are corresponding problems in different dimensions.Among them,the main problems of transactional incentive are lack of pertinence in performance appraisal and fairness in salary design;the main problems of relational incentive are inconsistent development of corporate culture and knowledge-based employees;the main problems of developmental incentive are limited internal development space,neglect of individual career planning and lack of learning and training opportunities.In order to solve the problem of knowledge-based employee motivation in J state-owned enterprises,this paper puts forward the following optimization suggestions:the most effective incentive measures of transactional incentive are salary incentive and stable incentive;the most effective incentive measures of relational incentive are to build a people-oriented cultural incentive,a smooth communication mechanism,emotional+spiritual incentive;the most effective incentive measures of development incentive are training body Department institutionalization,institutionalization of knowledge-based employees’ career planning,scientific post allocation and promotion mechanism.In addition,this paper also considers the difference of psychological contract,and puts forward different suggestions of incentive strategies from three aspects:different posts,different departments and different development stages.