Optimization of Incentive Mechanism for Knowledge-Based Employees under the Perspective of Psychological Contract
Vol. 3 (2025): 2025 2nd International Conference on the Frontiers of Social Sciences, Education, and the Development of Humanities Arts（EDHA 2025）
Received: 2026-05-16
Accepted: 2026-05-16
Published: 2026-05-16
Abstract
In the era of the knowledge-based economy, knowledge workers have emerged as significant carriers of an enterprise's core competitiveness. Nevertheless, traditional incentive mechanisms often overly rely on material rewards, overlooking the intrinsic needs of knowledge workers for psychological contracts. As an informal emotional and responsibility bond between employees and enterprises, psychological contracts directly influence employees' work attitudes, loyalty, and creativity. Currently, many enterprises lack a profound understanding of the characteristics of psychological contracts of knowledge workers when designing incentive mechanisms, resulting in less-than-satisfactory incentive effects. Employees' cognitive biases towards psychological contracts, enterprises' neglect of contract maintenance, and the dynamic imbalance brought about by organizational changes have become key issues restricting the full utilization of the potential of knowledge workers. Therefore, re-examining and optimizing the incentive mechanism for knowledge workers from the perspective of psychological contracts is not only an important way to enhance employee satisfaction and organizational effectiveness but also an inevitable choice for enterprises to achieve sustainable development in the fierce competition.
Keywords
References
[1] X. Han, "Research Incentive Mechanism of Knowledge Staff Based on the Psychological Contract," in 2nd Int. Conf. on Social Science and Higher Education, Atlantis Press, 2016, doi: 10.2991/icsshe-16.2016.87.
[2] L. Wang, Y. Yang, and Y. Luo, "The Study on the factors and Countermeasures of knowledge-based workers' loyalty in state-owned Commercial Banks based on the Psychological contract theory," in 2nd Int. Symp. on Business Corporation and Development in South-East and South Asia under B&R Initiative (ISBCD 2017), Atlantis Press, 2017, doi: 10.2991/isbcd-17.2017.18.
[3] D. Meyer and S. Dunphy, "The role of knowledge-based psychological climates in human resource management systems," Manag. Decis., vol. 54, no. 5, pp. 1222-1246, 2016, doi: 10.1108/MD-02-2015-0068.
[4] L. Zhang and Z. Zhang, "The effects of incentive mechanism on knowledge management performance in China: The moderating role of knowledge attributes," Proj. Manag. J., vol. 45, no. 2, pp. 34-47, 2014, doi: 10.1002/pmj.21403.
[5] M.-S. Liu, "Impact of knowledge incentive mechanisms on individual knowledge creation behavior," Int. J. Inf. Manag., vol. 32, no. 5, pp. 442-450, 2012, doi: 10.1016/j.ijinfomgt.2012.02.002.
[6] R. C. MacCallum and J. T. Austin, "Applications of structural equation modeling in psychological research," Annu. Rev. Psychol., vol. 51, no. 1, pp. 201-226, 2000, doi: 10.1146/annurev.psych.51.1.201.
Copyright and License
Published in2026-05-16 10:49:29
DOI 10.70088/zfrz1945.
Creative Commons
Copyright: © 2025 by the authors.
Submitted for possible open access
publication under the terms and
conditions of the Creative Commons
Attribution (CC BY) license
(https://creativecommons.org/license
s/by/4.0/).
Copyright
Copyright © The Author(s), 2025. Published by EDHA 2025
Journal Information
- Vol. 3 (2025): 2025 2nd International Conference on the Frontiers of Social Sciences, Education, and the Development of Humanities Arts（EDHA 2025）
- 2026-05-16
- ISSN: (Print) 3078-770X/ (Online) 3078-7718
- Journal Homepage