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With the coming of the knowledge economy time, knowledgehas become productive forces, competitiveness, and the key to economicgrowth, the importance of knowledge workers out gradually. Because thereare a lot of new knowledge employee, the characteristics of the knowledgestaff’s incentive is also different from common laborer, but small andmedium-sized private enterprises are widespread lack the means of incentive,employees frequent job-hopping, management the phenomenon such asrising costs, these directly affect the enterprise’s daily operation, makeenterprise competitiveness landslide sharply. In addition, different categoriesof knowledge employee motivation the incentive can be different, soeffective incentive of small and medium-sized private enterprises theknowledge staff is very difficult, research of small and medium-sized privateenterprises of the knowledge-type employees incentive is very important.This paper reviews the27Encouragement Factors for small andmedium-sized private enterprises’ knowledge workers, using relativestatistical methods. Firstly, reliability analysis to inspect the validity of thequestionnaires and descriptive analysis to check the knowledge workers’view of the encouragement factors; Secondly, variance analysis to test thedifference of knowledge staff’s overall satisfaction degree between the typeof external motivation and internal motivation type; then, factor analysis tore-classify27incentive elements; Finally, correlation and regression analysisto analyze the relationship between the difference of actual feeling andimportance and overall satisfaction. At the same time, this paper tested anumber of assumptions in the beginning of modeling.Through the above analysis, we believe that small and medium-sizedprivate enterprises should establish the incentive system in order to motivateknowledge workers, which covers the salaries and benefits, corporate culture,learning and training, decision-making，promotion interpersonal relationships,work environment, work recognition and interest.
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