通过调查，我们了解了90后知识型员工的特点，他们注重个人的发展和自我价

通过调查，我们了解了90后知识型员工的特点，他们注重个人的发展和自我价值的实现，重视精神上的满足。而且。90后知识型员工具有较强的流动性，对企业的忠诚度不高。通过调查，我们掌握了90后知识型员工的激励机制现状：激励的方式较为单一，不能满足90后多样化的需求，且长期激励效果不明显。因此我们提出以下四点措施来改进激励机制。

結果 (英文) 1:

Through the investigation, we learned after the characteristics of knowledge workers, their personal development and the realization of self-worth, importance to spiritual fulfillment. And. After the knowledge worker with strong liquidity, not high degree of loyalty to the company. Through the investigation, we have after the knowledge employees incentive mechanism: is a single incentive and cannot meet after the diversified needs, and long-term incentive effect is not obvious. Therefore, we put forward the following four-point measures to improve incentives.

結果 (英文) 2:

Through the investigation, we understand the characteristics of knowledge workers 90, and they work to ensure their personal development and self-worth, pay attention to spiritual satisfaction. and. 90 knowledge workers have strong liquidity, corporate loyalty is not high. Through investigation, we have the status of the incentive mechanism of knowledge workers 90: Incentive way more single, can not meet the diverse needs of 90, and the long-term incentive effect is not obvious. Therefore, we propose the following four measures to improve incentives.

結果 (英文) 3:

Through the investigation, we understand the characteristics of knowledge workers after 90, they pay attention to the development of individuals and the realization of self-worth, pay attention to spiritual satisfaction. And。 After 90 knowledge workers with strong liquidity, loyalty to the enterprise is not high. Through the investigation, we know the current situation of the incentive mechanism of knowledge workers after 90: the way of motivation is relatively simple, can not meet the diverse needs of 90, and long-term incentive effect is not obvious. Therefore, we put forward the following four measures to improve the incentive mechanism.