Liu Mengqiong
School of Economics and Management, Ningxia University, Yinchuan, China.
Front Psychol. 2021 Oct 7;12:721245. doi: 10.3389/fpsyg.2021.721245. eCollection 2021.
The empirical study reported here aims to improve the effectiveness of knowledge-based talent management in science and technology enterprises and promote the stable development of enterprises. First, the impact of entrepreneurs' psychological cognition and personal characteristics on entrepreneurial activities is analyzed based on entrepreneurial psychology. Then, the theory of key competence is introduced to study the management mode of knowledge-based talents. The advantages of talents in enterprises are sorted out through constructing the key competency model to manage talents efficiently. The technology-based enterprise M is taken as an example for analysis by the key competence model to obtain 18 key capability indexes. Through the principal component analysis of 255 employees' survey results, finally, four factors are extracted (business execution ability, team cooperation ability, strategic thinking ability, and management decision-making ability), which can reflect 68.92% of the total key competence. The average values of "business execution ability" and "team cooperation ability" in the first-level dimension of key competence index are 4.14 and 4.24, respectively, which can be regarded as the essential key competence. The investigation results of the academic qualifications of staff of M indicate that 6% of employees have a doctorate, 38% have a master's degree, 37% have a Bachelor's degree, and 19% have a junior college degree or below. Moreover, knowledge-based employees are basically satisfied with the organization and management of the company, but they are dissatisfied with the training mechanism and promotion mechanism. Therefore, enterprises should pay attention to the psychological needs of knowledge workers and the innovation of talent management. The research results are of significant value for science and technology enterprises to absorb and retain knowledge-based talents and promote the common development of enterprises and employees.
本文所报告的实证研究旨在提高科技企业中基于知识的人才管理有效性，并促进企业的稳定发展。首先，基于创业心理学分析企业家的心理认知和个人特征对创业活动的影响。然后，引入关键能力理论来研究基于知识的人才管理模式。通过构建关键能力模型来梳理企业中人才的优势，以高效管理人才。以科技型企业M为例，通过关键能力模型进行分析，获得18个关键能力指标。通过对255名员工调查结果的主成分分析，最终提取出四个因素（业务执行能力、团队协作能力、战略思维能力和管理决策能力），它们能反映总关键能力的68.92%。关键能力指标一级维度中“业务执行能力”和“团队协作能力”的平均值分别为4.14和4.24，可视为核心关键能力。M企业员工学历调查结果显示，6%的员工拥有博士学位，38%拥有硕士学位，37%拥有学士学位，19%拥有大专及以下学历。此外，知识型员工对公司的组织管理基本满意，但对培训机制和晋升机制不满意。因此，企业应关注知识型员工的心理需求和人才管理创新。研究结果对于科技企业吸引和留住知识型人才以及促进企业与员工共同发展具有重要价值。
