基于组织承诺的民营企业知识型人才绩效管理研究
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摘要
在知识经济时代，知识就是生产力，而知识的载体——知识型人才就是创造生产力的决定性因素。在知识型人才频频流动的市场竞争环境中，企业想要维持核心竞争优势，就必须依赖本企业知识型人才创造卓越的绩效，而知识型人才的组织承诺则在其绩效的产生过程中发挥着重要的作用。因此，掌握基于组织承诺的知识型人才绩效产生机制，利用组织承诺对知识型人才的绩效进行预警，借助组织承诺为知识型人才的绩效的实现效率进行评估，就成了当前民营企业面临的重大理论和实践难题。有鉴于此，本论文试图对该课题进行较为深入的研究，一方面有助于丰富组织承诺和知识型人才绩效的理论研究，另一方面为企业管理者和政府相关管理部门提供借鉴。本文的研究主要可以概括为如下几个方面。
（1）构建了基于组织承诺的知识型人才绩效产生机制，通过实证分析，测算了组织承诺各个维度对知识型人才绩效的影响程度，进而提出提高知识型人才绩效的对策和建议。本文认为知识型人才组织承诺一方面受到来自个人（包括工作动机和工作能力）、团队（包括团队信任和团队合作）及组织（包括组织支持和组织培养）三个方面因素的影响，另一方面又对知识型人才绩效产生作用，于是本文据此构建了“基组织承诺影响因素——组织承诺——知识型人才绩效”的绩效产生机制模型，并基于该模型广泛收集民营企业知识型人才的数据进行实证分析。此外，还从性别、婚姻及户籍所在地三个方面分析了知识型人才个体特征对绩效产生机制的影响。本文还提出提高知识型人才绩效的途径。
（2）建立了基于组织承诺的知识型人才绩效预警体系，以某民营企业为例，探索了基于组织承诺的知识型人才绩效的预警过程，通过比较研究，证明BP神经网络相对于其它预警模型更为有效。外界环境及知识型人才自身等多种因素导致知识型人才的绩效存在较高的不确定性。为了克服这些不确定性而使企业未来发展更加平稳，本文以组织承诺为视角，运用BP神经网络模型，经过6个步骤——网格层数的设计、输入层节点数量的设计、输出层节点数量的设计、隐含层节点数量的设计、传递函数的选择、误差函数的选择，对知识型人才绩效展开预警工作，最后，本文还再将BP神经网络模型的预警效果与其它五种主流模型（判别分析模型、ARCH模型、ARMA模型、层次分析法、PR模型）的预警效果进行了对比。
（3）评价了基于组织承诺的知识型人才绩效的实现效率，根据数据包络分析方法给出的结果，明确知识型人才绩效的实现效率提升方向。知识型人才从事的是创造性的工作，其绩效的实现效率较为难以确定。本文尝试以知识型人才的组织承诺为输入指标，以知识型人才的绩效为输出指标，利用经典的数据包络分析方法，对五类不同规模的民营企业中的25名知识型人才绩效的实现效率进行实证研究，进一步分别分析了对于不同个体特征（企业规模、员工年龄、工作年限、学历、职位）的知识型人才在其绩效的实现效率方面的差异，最终为提高民营企业知识型人才绩效的实现效率指明方向。
In the era of knowledge economy, knowledge is productivity, andknowledgeable talents-the carrier of knowledge are the decisive factor of creatingproductivity. In the market competition environment,knowledgeable talents flowfrequently. In order to keep core competitive advantages,enterprises must rely on theexcellent performance which knowledgeable talents create. Organizationalcommitment of knowledgeable talentes plays an important role through the process ofperformance. Therefore, it is the significant theoretical and practical subject whichthe current private enterprises are faced to master the generation mechanism ofknowledgeable talents performance based on organizational commitment, to warnknowledgeable talents performance based on organizational commitment, and toachieve the performance efficiency of knowledgeable talents based on organizationalcommitment. This paper attempts to more in-depth study of the subject, in order toenrich the study of the theory of organizational commitment and knowledgeabletalents performance, in the meanwhile，to provide reference for enterprise managersand relevant government management department. This study can be summarized asthe following several aspects.
(1) This thesis builds the generation mechanism of knowledgeable talentsperformance and caculates the impact degree from the dimensions of organizationalcommitment on the performance of knowledgeable talents by an empirical analysis,and then puts forward some countermeasures to improve the performance ofknowledgeable talents.This paper holds that organizational commitment ofknowledgeable talents is not only affected by three factors fromindividuals(concluding work motivation and work ability), teams(concluding teamtrust and teamwork) and organization(concluding organizational support andorganizational culture), but also impacts on knowledgeable talents performance. Thethesis builds the generation mechanism model of knowledgeable talents performancewhich is “the influencing factor-organizational commitment-the performance of knowledgeable talents”, and conducts an empirical analysis after widely collectingdatas of knowledgeable talents from private enterprises. The thesis also analyzes theinfluence of individual characteristics of knowledgeable talents on their performancefrom sex, marriage, and domicile place. The thesis puts forward some measures topromote the performance of knowledgeable talents.
(2) This thesis builds performance early warning model of knowledgeable talentsbased on organizational commitment and explore the process of early warning ofknowledgeable talents performance in a private enterprise as an example. Through thecomparative study, BP neural network is proved more effective comparing to otherwarning models.Many factors such as environment and knowledgeable talents lead toknowledgeable talents performance being in high uncertainty. In order to overcomthese uncertainty to make the enterprises develop more smoothly, this thesis conductsperformance early warning of knowledgeable talents from the perspective oforganizational commitment by BP neural network method, which contains six steps–grid layers design, the design of the input layer node number, the design of theoutput layer node number, number of hidden layer node design, the choice of thetransfer function and the selection of error function. Finally, this thesis also comparesthe effect of BP neural network model of early warning with other five kinds ofmainstream models (discriminant analysis model, ARCH model, ARMAmodel,analytic hierarchy process, PR model).
(3) This thesis evaluates performance efficiency of knowledgeable talentsbased on organizational commitment. According to the results of the dataenvelopment analysis (DEA), the thesis definites the improvement direction of theknowledge workers performance efficiency realization.Knowledgeable talents engagein creative work, so it is more difficult to define the achievement of their performanceefficiency. This thesis tries to take organizational commitment of knowledgeabletalents as input index, and to take knowledgeable talents performance as outputindicators, then builds performance achievement efficiency evaluation model forknowledgeable talents based on organizational commitment by using the classic DEAdata envelopment analysis (DEA) method. The thesis uses the model to conductempirical study on performance efficiency conversion of25knowledgeable talents from five types of private enterprises. The thesis analyzes the differences ofperformance efficiency about different personal characeristics(containing companysize,employee age,work years,education and position), and eventually indicates thedirection for improving the efficiency of the realization of knowledgeable talentsperformance from private enterprise.
（1）构建了基于组织承诺的知识型人才绩效产生机制，通过实证分析，测算了组织承诺各个维度对知识型人才绩效的影响程度，进而提出提高知识型人才绩效的对策和建议。本文认为知识型人才组织承诺一方面受到来自个人（包括工作动机和工作能力）、团队（包括团队信任和团队合作）及组织（包括组织支持和组织培养）三个方面因素的影响，另一方面又对知识型人才绩效产生作用，于是本文据此构建了“基组织承诺影响因素——组织承诺——知识型人才绩效”的绩效产生机制模型，并基于该模型广泛收集民营企业知识型人才的数据进行实证分析。此外，还从性别、婚姻及户籍所在地三个方面分析了知识型人才个体特征对绩效产生机制的影响。本文还提出提高知识型人才绩效的途径。
（2）建立了基于组织承诺的知识型人才绩效预警体系，以某民营企业为例，探索了基于组织承诺的知识型人才绩效的预警过程，通过比较研究，证明BP神经网络相对于其它预警模型更为有效。外界环境及知识型人才自身等多种因素导致知识型人才的绩效存在较高的不确定性。为了克服这些不确定性而使企业未来发展更加平稳，本文以组织承诺为视角，运用BP神经网络模型，经过6个步骤——网格层数的设计、输入层节点数量的设计、输出层节点数量的设计、隐含层节点数量的设计、传递函数的选择、误差函数的选择，对知识型人才绩效展开预警工作，最后，本文还再将BP神经网络模型的预警效果与其它五种主流模型（判别分析模型、ARCH模型、ARMA模型、层次分析法、PR模型）的预警效果进行了对比。
（3）评价了基于组织承诺的知识型人才绩效的实现效率，根据数据包络分析方法给出的结果，明确知识型人才绩效的实现效率提升方向。知识型人才从事的是创造性的工作，其绩效的实现效率较为难以确定。本文尝试以知识型人才的组织承诺为输入指标，以知识型人才的绩效为输出指标，利用经典的数据包络分析方法，对五类不同规模的民营企业中的25名知识型人才绩效的实现效率进行实证研究，进一步分别分析了对于不同个体特征（企业规模、员工年龄、工作年限、学历、职位）的知识型人才在其绩效的实现效率方面的差异，最终为提高民营企业知识型人才绩效的实现效率指明方向。
In the era of knowledge economy, knowledge is productivity, andknowledgeable talents-the carrier of knowledge are the decisive factor of creatingproductivity. In the market competition environment,knowledgeable talents flowfrequently. In order to keep core competitive advantages,enterprises must rely on theexcellent performance which knowledgeable talents create. Organizationalcommitment of knowledgeable talentes plays an important role through the process ofperformance. Therefore, it is the significant theoretical and practical subject whichthe current private enterprises are faced to master the generation mechanism ofknowledgeable talents performance based on organizational commitment, to warnknowledgeable talents performance based on organizational commitment, and toachieve the performance efficiency of knowledgeable talents based on organizationalcommitment. This paper attempts to more in-depth study of the subject, in order toenrich the study of the theory of organizational commitment and knowledgeabletalents performance, in the meanwhile，to provide reference for enterprise managersand relevant government management department. This study can be summarized asthe following several aspects.
(1) This thesis builds the generation mechanism of knowledgeable talentsperformance and caculates the impact degree from the dimensions of organizationalcommitment on the performance of knowledgeable talents by an empirical analysis,and then puts forward some countermeasures to improve the performance ofknowledgeable talents.This paper holds that organizational commitment ofknowledgeable talents is not only affected by three factors fromindividuals(concluding work motivation and work ability), teams(concluding teamtrust and teamwork) and organization(concluding organizational support andorganizational culture), but also impacts on knowledgeable talents performance. Thethesis builds the generation mechanism model of knowledgeable talents performancewhich is “the influencing factor-organizational commitment-the performance of knowledgeable talents”, and conducts an empirical analysis after widely collectingdatas of knowledgeable talents from private enterprises. The thesis also analyzes theinfluence of individual characteristics of knowledgeable talents on their performancefrom sex, marriage, and domicile place. The thesis puts forward some measures topromote the performance of knowledgeable talents.
(2) This thesis builds performance early warning model of knowledgeable talentsbased on organizational commitment and explore the process of early warning ofknowledgeable talents performance in a private enterprise as an example. Through thecomparative study, BP neural network is proved more effective comparing to otherwarning models.Many factors such as environment and knowledgeable talents lead toknowledgeable talents performance being in high uncertainty. In order to overcomthese uncertainty to make the enterprises develop more smoothly, this thesis conductsperformance early warning of knowledgeable talents from the perspective oforganizational commitment by BP neural network method, which contains six steps–grid layers design, the design of the input layer node number, the design of theoutput layer node number, number of hidden layer node design, the choice of thetransfer function and the selection of error function. Finally, this thesis also comparesthe effect of BP neural network model of early warning with other five kinds ofmainstream models (discriminant analysis model, ARCH model, ARMAmodel,analytic hierarchy process, PR model).
(3) This thesis evaluates performance efficiency of knowledgeable talentsbased on organizational commitment. According to the results of the dataenvelopment analysis (DEA), the thesis definites the improvement direction of theknowledge workers performance efficiency realization.Knowledgeable talents engagein creative work, so it is more difficult to define the achievement of their performanceefficiency. This thesis tries to take organizational commitment of knowledgeabletalents as input index, and to take knowledgeable talents performance as outputindicators, then builds performance achievement efficiency evaluation model forknowledgeable talents based on organizational commitment by using the classic DEAdata envelopment analysis (DEA) method. The thesis uses the model to conductempirical study on performance efficiency conversion of25knowledgeable talents from five types of private enterprises. The thesis analyzes the differences ofperformance efficiency about different personal characeristics(containing companysize,employee age,work years,education and position), and eventually indicates thedirection for improving the efficiency of the realization of knowledgeable talentsperformance from private enterprise.
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