Abstract：Objective To investigate the satisfaction of post-90s knowledge workers with enterprise incentives and explore the incentive factors that post-90s knowledge workers want enterprises to provide, so as to improve the fitting degree between employees and enterprises. Methods A self-made electronic questionnaire was used to investigate the post-90s knowledge workers in large enterprises such as Bank of China, Industrial and Commercial Bank of China, Suning Tesco, Samsung Electronics, Shanghai Sirui, Midea, and Peoples Insurance Company of China in Zhejiang, Beijing, Jiangsu, Heilongjiang, and Guangdong. The questionnaire involved employees' attitudes (satisfaction) and suggestions on enterprise incentives. A total of 455 valid questionnaires were collected. Results The scores of each item in the enterprise incentive satisfaction survey were 62%－75%, which was from pass to medium level. Among them, the satisfaction with the salary level of incentive factors was low (68%). Satisfaction with the prospect of the enterprise was the highest (75%). Employees of different genders and positions had different satisfaction with enterprise incentives. In the ranking of the most motivating factors, the top five were salary level, enterprise prospect, promotion system, equity incentive, and career planning. Conclusion The post-90s knowledge workers believe that salary is still the most important factor in motivating their own work, and they pay more attention to the status of personal growth in corporate incentives. It is suggested that enterprises should implement diversified salary strategies based on resources, create a good working atmosphere, listen to employees' voices, give timely feedback, and promote the personal growth of post-90s knowledge workers.
