摘要:在当今的知识经济时代，知识员工作为创造价值的时代主角,已成为企业生存和发展的重要人力资本。管理大师彼得·德鲁克早已指出，“知识员工的管理是21世纪管理最具挑战性的课题之一。”然而，由于知识员工在工作内容和心理特征等方面比一般员工更为灵活、复杂，因此如何对他们进行有效的激励以达到组织和员工的双赢局面已成为人力资源管理中一个重要议题。
由于传统的货币薪酬激励存在激励效果的递减性与短暂性，而非货币薪酬激励的作用往往更加长效，且能够满足知识员工内在的高层次期望，有助于组织和员工双方心理契约的建立，因此本文从心理契约的视角出发，通过对前人理论研究的综述和对激励现状的分析，进行中国知识员工非货币薪酬激励的整体设计，具体包括模型构建与政策性建议，试图从知识员工内心深处提高其积极性、创造性，增强其归属感、责任感，使其与组织间形成更加长效的雇佣关系。
关键词 知识员工 非货币薪酬 心理契约
Abstract: In the age of knowledge-based economy, knowledge workers, as the main value creator of the times, have become the very important human capital for enterprises to survive and develop. As management master Peter Drucker once said, “The management of knowledge workers has become one of the most challenging tasks in the 21th century.” However, their work and psychological character are more flexible and complicated than the general employees, so how to inspire them effectively in order to achieve a win-win situation for both the employees and organization has become an urgent issue in human resource management.
Since the effect of monetary compensation motivation is diminishing and short-sighted, while the effect of non-monetary compensation motivation is much more far-reaching and can satisfy the inner high-level expectations of the knowledge worker, which contributes to the establishment of psychological contract between knowledge worker and organization. From the view of psychological contract, this thesis makes an overall plan on non-monetary compensation motivation of Chinese knowledge workers, including building the incentive model and giving suggestions, which are based on previous motivation theory research and the analysis of the present motivation mechanism of knowledge workers. Hope to improve their positivity and creativity deeply inside, enhance their sense of belonging and responsibility and establish a better employee-organization relationship in the long run.
KEYWORDS Knowledge Worker，Non-monetary Compensation , Psychological Contract
