The Application of Vroom's Expectancy Theory to HR Management in Innovation Companies_英语论文

摘要

在知识经济时代，合理管理、分配人力资源，是创新型公司保持其竞争优势，甚至是取得成功的重要策略。因此，对于创新型人力资源的深入了解及针对性管理非常必要。运用科学、有效的激励手段能促进创新型人力资源发挥其创新精神和创新能力，为企业带来更多的价值。得益于其科学合理的分析评估，以及较高的实用性，弗鲁姆的期望理论在众多的激励理论中脱颖而出。期望理论是研究需要与目标之间关系的理论。它认为人们积极性被调动的大小取决于其对行动结果的价值评估和预计达成该结果的可能性。期望理论有三大要素：效价、工具性、期望值。经过理论的发展，期望理论的激励公式得到了完善：激励力是效价、工具性、期望值三者的乘积。利用期望理论，创新型公司可改善现有的人力资源管理系统。通过提高创新型人力资源的能力、自我效能,设定合理目标,改进绩效管理体系,构建激励型企业文化,给予所需奖励，能有效增加创新型人力资源的期望值、效价及工具性。因此，针对创造型人力资源的特点，着眼于期望理论的三大要素来改进现有人力资源系统，不仅能激励创造型人力资源，还能挽留、吸引更多创造性人才。

关键词：创新型人力资源；激励；期望理论；效价；期望值；工具性 

Contents

Introduction 1

1. The General Concept of Innovation Companies and Its HR Management 2

2. The Definition and Characteristics of Innovative Human resources 3

2.1 The Definition of Innovative Human Resources 4

2.2 The Main Characteristics of Innovative Human Resources 4

3. The Concept and the Evaluation of Expectancy Theory 6

3.1 The Definition of Expectancy Theory 6

3.2 The Contents of Expectancy Theory 6

3.2.1 The Three Preconditions of Expectancy Theory 6

3.2.2 The Three Elements of Expectancy Theory 6

3.2.3 The Formula of Expectancy Theory 7

3.2.4 The Fundamental Mode and Three Ties of Expectancy Theory 8

3.3 The Evaluation of Expectancy Theory 9

3.3.1 The Advantages of Expectancy Theory 10

3.3.2 The Shortcomings of Expectancy Theory 11

4. Strategies to the HR Management in Innovation Companies Based on Expectancy Theory 12

4.1 Improve the Expectancy of Innovative Human Resources 12

4.1.1 Improve the Ability of Innovative human resources 12

4.1.2 Set Appropriate Goals for Innovative human resources 13

4.1.3 Improve the Self-Efficacy of Innovative human resources 13

4.2 Improve the Instrumentality of Innovative Human Resources 14

4.2.1 Develop the Dynamic and Complete Performance Management System 14

4.2.2 Construct Incentive Enterprise Culture 15

4.3 Improve the Valence of the Rewards 16

Conclusion 16

References 18