【目的/意义】大数据时代,如何实现对企业竞争情报人员的激励,维持较高的工作绩效,成为企业管理中亟待解决的问题。【方法/过程】对企业竞争情报人员的激励不仅体现在合约层面-硬约束,且亦应重视其心理契约-软约束,正是心理契约的存在,人们才能接受不完全合约的缺陷。基于此,将软约束纳入到激励机制研究之中,重新设计委托代理模型,求解委托代理关系双方最大效用。【结果/结论】研究发现,具有敬业特质的竞争情报人员会给企业带来更多收益,也更关注隐性激励。因此,管理者对其应采用精神激励为主的策略。 [Purpose / Significance] In the era of big data, how to motivate competitive intelligence personnel and maintain high work performance has become an urgent problem to be solved in business management. [Method / Procedure] Incentives to employees of competitive intelligence are not only reflected in the contract level - hard constraints, but also should pay attention to their psychological contract - soft constraints, it is the existence of psychological contract, people can accept the shortcomings of incomplete contracts. Based on this, the soft constraints are included in the study of incentive mechanism, and the principal-agent model is redesigned to solve the maximum utility of both parties. [Results / Conclusions] The study found that competitive intelligence personnel with professional qualities will bring more benefits to the enterprise, but also pay more attention to hidden incentives. Therefore, managers should adopt a spirit-based strategy.