【正文】 Knowledge Workersthe challenge for the1990s[J].Long Range Planning, 一 55 [4](美 )彼得德魯克 .知識管理 [M].中國人民大學出版社， 1999. 49 [5]鄭超，黃枚立 .國有企業(yè)知識型員〕二激勵機制的現(xiàn)狀調(diào)查及改進策略 LJ].華東經(jīng)濟管理， 2021， 6:31 [6]鄭超，黃枚立 .國有企業(yè)知識型員 _r:激勵機制的現(xiàn)狀調(diào)查及改進策略 [J].華東經(jīng)濟管理， 2021. 6:32 一 33 [7]胡振華，朱娜 .對知識員工的薪酬管理體系研究 [J]企業(yè)技術開發(fā)， 2021. 10 [8]高賢峰 .知識型員工的行為動力結(jié)構(gòu)與激勵策略 [J].人力資源開發(fā)， 2021, 6:17 [9」張望軍，彭劍峰 .中國企業(yè)知識型員 n:激勵機制實證分析 [J].科研管理 2021, 6:94 [10]冉棋文，王勝華，吳明星 .全面薪酬戰(zhàn)略一知識型員工的激勵機制 [T].西南交通大學學報(社 會科學版 )， 2021, 1:39 [11]張艷娟 .企業(yè)知識型員工激勵研究「 D].四川大學碩士學位論文 .2021. 03 [12]徐擁軍 .知識型員工的特點及其對傳統(tǒng)管理理論的挑戰(zhàn)「 J].湘潭大學學報 (哲學社會科學 版 )， 2021, 1:140 [13]Drucker Peter F. Knowledgees Worker Productivituyahe biggest Management Review winter, [14]「加」弗朗西斯赫瑞比 .管理知識員工 [M].鄭曉明等譯 .機械工業(yè)出版社， 2021, 7:312 [15]張向前 .信息經(jīng)濟時代企業(yè)知識型員工的管理 [J].經(jīng)濟管理新管理， 2021. 2 [16]劉琴，徐擁 軍，陳幸華 .論知識型員工的激勵 [J].求索， 2021, 5: 81 [17](美 )羅賓斯著，孫健敏，李原等譯 .組織行為學〔 M].(第七版 )北京 :中國人民大學出版社 1997, 11:167 [18]魏云峰，張列平 .創(chuàng)新企業(yè)激勵結(jié)構(gòu)分析 [J].科研管理， 2021, 21: 5 [19]MBA必修核心課程編譯組 .人力資源組織和人事 [ :中國國際廣播出版社 .1997. 8 [20]周春蕾，聞曉翔，張曉明 .知識型員工激勵因素實證分析 .商場現(xiàn)代化 [J]. 2021, 8 : 242 [21] 郝朝輝 .加強人力 資源管理提升中小企業(yè)競爭力 [J]管理縱橫 ,20211222 [22] 斯蒂芬 P羅賓斯，瑪麗 庫爾特：《管理學》第七版 [M]，北京 .中國人民大學出版社， 2021年 1 月 [23] 馬立強 .我國中小企業(yè)員工激勵管理的有效性研究 [J].江蘇商論， 2021（ 6） SMES IN KNOWLEDGEBASED EMPLOYEE INCENTIVE ECHANISM Tian yu Abstract:With the development of knowledge economy, human resources, especiallyhighquality, talentn the growing role of enterprise, its even more important than material res sources. Information infrastructure upgrades and the rapid development of information 39。technology to enable production of knowledge storage, sharing and use of more technically feasible and economically more costeffective,the various elements of economic jactivity in the configuration of binations would be more reasonable,more is valid. Competition between business management focused on the knowledge,information, science and technology plex 一 a knowledgebased personnel,Thevarious elements of economic management, the management of the final analysis, is ahighquality personnel management一 the management of knowledge workers. How to effectively motivate knowledge workers to improve their work， enthusiasm andcreativity has bee the focus of enterprise human resource management has also Bee modern enterprise for sustainable development a core proposition. China39。s SMEs to attract and retain highly qualified personnel, petition for talent imthe world in an invincible position, you must do business knowledge workers work motivation. But now China39。s SMEs, the incentive for knowledge workers, there is lack of understanding, leading enterprises in the development process of a serious brain drain, recruitment of excellent staff difficult. This paper summarized the results bined with previous research related to motivation theory, based on the knowledge workers from the inherent characteristics and needs of departure, through my staffs own knowledgebased learning and understanding, through analysis of the needs of knowledge workers, as well as they analysis of incentives problerris arising in the process, bined with knowledge of contemporary domestic and international businesstostaff incentive mechanism, drawing on the wellknown economist39。s view of the small and medium enterprises knowledge workers to build an effective incentive mechanism to raise some questions and solutions. This paper is divided into six parts. Chapter I: Introduction. This paper summarized the results bined with previous research related to motivationtheory, based on the knowledge workers from the inherent characteristics and needs of departure,through my staffs own knowledgebased learning and understanding, through analysis of the needs of knowledge workers, as well as the analysis of incentives problems arising in the process, bined with knowledge of contemporary domestic and international businesstostaff incentive mechanism, drawing on the wellknown economist39。s view of the small and medium enterprises knowledge workers to build an effective incentive mechanism to raise some questions and solutions. This paper is divided into six parts. Chapter I: Introduction. The main features of this paper: First, dig a knowledgebased employees of SMEs have their special temperament, character, this systematic analysis of the SME specific knowledge workers, unlike other employees of the personality characteristics and psychological needs of the future. Second, is to build a knowledgebased workers for SMEs guidance, incentive and restraint mechanisms. Induction of staff as and pulsory education as important as the things, which will for their life39。s work style, set the tone, and built for this specific group of constraints, incentives. This is one of the small and medium enterprises lack of knowledge workers incentives narrow scope of the study. Second, small and medium enterprises in a knowledgebased employee incentive system, the measures the author of some of the problems is not enough indepth and thorough study. Key words: siviie。knowledgebased。employee incentive