随着煤炭企业的转型和知识经济时代的到来，知识型员工在煤炭企业发展中发挥着越来越重要的作用，他们在培育企业的核心竞争力、促使煤炭企业成功转型方面起着关键性的作用。全面薪酬作为有效的激励工具，通过满足知识型员工物质经济需求和非经济方面的需求，发掘和激发他们的工作潜能，提高他们的工作积极性，培养他们的敬业精神和责任感，在很大程度上能促使知识型员工以主人翁的姿态自主自发地做一些工作职责之外的工作。 论文以煤炭企业知识型员工为研究对象，以“全面薪酬满意度”和“组织公民行为”为研究变量，首先对知识型员工、全面薪酬和组织公民行为的相关理论进行了研究和总结；其次提出了论文的构思框架和研究假设，设计出了调查问卷并进行数据的收集；再次，借助统计分析方法对数据进行描述性统计分析、问卷的信度和效度分析、基本统计属性对研究变量的影响分析、两个研究变量的相关性和回归分析，并对研究假设进行检验；最后对实证结果进行探讨，所得结论如下：第一，全面薪酬12个指标中除了固定薪酬和法定福利两个指标外其他10个指标对知识型员工的组织公民行为都有显著的影响；第二，煤炭企业的特性和工作环境，导致煤炭企业的知识型员工将非经济性薪酬看得比经济性薪酬重要。根据实证结果的探讨，论文提出了关于煤炭企业知识型员工管理体系的五点管理建议。 通过对煤炭企业知识型员工的全面薪酬满意度与组织公民行为关系的研究，论文所得结论和管理建议给煤炭企业在对知识型员工进行薪酬管理时提供了一定的借鉴和实践意义。

With the transformation of the coal enterprise and the coming of the knowledge economy age, the knowledge worker plays a more and more important role in the development of the coal enterprise.And they play a key role in cultivating the core competitiveness of the enterprise and in the successful transition of the coal enterprise.As effectively incentive tool, total rewards can discover and stimulate their work potential, enhance their work enthusiasm, cultivate their professional dedication and sense of responsibility,to a great extent,even can make knowledge worker with host attitude independently and spontaneously do some work of other duties through meeting the economic and noneconomic needs of the knowledge worker. The knowledge worker is seen as the research object, and the total rewards satisfaction and organizational citizenship behavior are seen as the research variables in the paper which firstly researches and summarizes the related theory about knowledge worker, total compesation,and organizational citizenship behavior;secondly puts forward the framework and research assumptions,designs questionnaire and makes data collection;once again, with the help of statistical analysis method makes data descriptive statistical analysis, questionnaire reliability and validity analysis, the analysisi of basic statistical properties to research variables, two research variables of the correlation and regression analysis, and research hypotheses test; finally the empirical results are discussed, and the conclusions are as follows: firstly, except for the fixed salary and statutory welfare the other ten indexes of the total rewards all have significant influence on organizational citizen behavior of the knowledge worker; Secondly, the characteristics and working environment of coal enterprise make the knowledge worker pay more attention to noneconomic payoff. According to the empirical results, the paper puts forward five management advices about knowledge worker management system in the coal enterprise. The conclusion and suggestion drawn from the paper provide the reference and practical significances to coal enterprise through studying the relationship between total rewards satisfaction and organizational citizenship behavior.