对知识型员工的激励日益引起企业的关注，但是实践中很多管理者采取的是过于单一，又或者各种激励手段一哄而上的方式，没有考虑到知识型员工群体特点以及需要的丰富多样性，也没有考虑本组织的行业特点、发展阶段、企业文化等实际条件。如何更加有效地实施激励，以期最大限度发挥知识型员工的潜能，在赢得他们全情投入的同时取得经济效益，是企业管理过程中要解决的重要问题。 本项研究以实证方法对北京市6家高科技企业、研究机构的知识型员工发放调查问卷，以获取的实际问卷数据为基础进行统计分析，考察了知识型员工的非物质激励需要和激励现状，对非物质激励因素的重要程度从高到低排序；进一步比较不同人口特征下，知识型员工非物质激励需要的差异。 在对样本进行统计分析的过程中，本文通过因素分析对21种主要非物质激励因素之间的内在联系加以梳理，并对其分类命名，分别是与企业管理行为有关的因素、与工作内容有关的因素、与工作匹配有关的因素、与工作环境有关的因素。在突出各因素层面间联系与区别的同时，更提出了企业实施激励的切入点——“管理行为”，并对其进行讨论。通过描述性分析，考察具有较高激励效果的非物质因素，并进行排序，前7位的因素分别为个人专长、职业生涯、兴趣结合、工作成就、公司前景、参与决策、工作挑战。接着比较了知识型员工在四个因素层面工作环境、工作内容、工作匹配、管理行为的心理需要和实际感受之间的差异，呈现出企业激励的“不对症”。并用回归分析进一步考察因素层面的激励作用，获得工作内容和管理行为，这两个影响知识型员工被激励程度的重要激励层面。最后，对知识型员工的背景因素如性别、年龄、学历、工作类型、收入水平等是否会引起激励需求、感受水平以及被激励程度的差异进行分析，结果为：知识型员工的学历越高，他们对各非物质激励因素层面的重要性评价越高，并且对各激励因素的感受水平也随之上升；知识型员工的收入水平越高，他们对工作匹配、管理行为、工作内容的激励感受水平随之上升；从事职能管理工作的知识型员工对各项因素的感受水平和被激励程度都要高于从事其他工作类型的员工。在统计分析基础上，对假设模型的进行了检验与完善。 针对分析结果，在优化企业管理、发挥知识型员工个人专长、重视知识型员工需要的差异性、职业生涯规划管理方面提出改善建议。

Motivating knowledge workers is viewed much more important for a company to improve their work efficiency and keep them lively, since they are competitive resources in knowledge economy era. However, many managers in China practise poorly, ignoring well-educated workers’ real psychological needs and their own characteristics. Monetary rewards are only a part of knowledge workers’ need. As professionals in certain fields, they have very strong desire to exert their expertise, be success, and have opportunity to develop. Understanding what the knowledge workers want is critical for companies to set effective motivation system. The main purpose of this thesis is to investigate work motivation, explore the relationship of nonmaterial motivation factors of knowledge workers, and examine the hypotheses proposed by experimental method. I reviewed the motivation theories, empirical resources on motivation factors and knowledge workers. On the basis of the existing conclusions, I summed up 3 dimensionalities of nonmaterial motivation factors, which were used to construct a 21-items questionnaire measuring subjects’ motivation situation. The sample consisted of 190 knowledge workers from 6 companies in Beijing. Nonmaterial motivation factors measured in questionnaire were re-divided into 4 dimensionalities through statistical analysis. I renamed them according to their links to knowledge workers’ motivation: factors relating to management; factors relating to work contents; factors relating to working environment; factors relating to work match. Besides, there were also other conclusions in this study: exerting personal expertise is considered as the most important factor by knowledge workers; educational background, income level and occupation type have significantly influenced the motivation degree. Finally, some practical advises were given.