通用電氣公司的總裁杰克.維爾奇曾說過“任何一家想競爭取勝的公司必須設(shè)法使每個員工敬業(yè)”。一個公司最重要的資源是人力資源,如果一個企業(yè)的員工普遍缺乏敬業(yè)精神,那么意味著公司的發(fā)展將受到嚴重的制約。員工敬業(yè)度是員工在情感和知識方面對企業(yè)的一種承諾和投入。根據(jù)蓋洛普（Gallup）的調(diào)研數(shù)據(jù),敬業(yè)度與績效的關(guān)系密切,敬業(yè)度有助于提升組織生產(chǎn)力、利潤和顧客滿意度并減少員工流失和安全事故的發(fā)生。因此,員工敬業(yè)度對企業(yè)的績效關(guān)系十分密切。本文以TRP公司為例主要討論如何提升TPR公司的員工敬業(yè)度。敬業(yè)度調(diào)查可以了解員工的敬業(yè)度情況,從而進行引導和控制,達到提升企業(yè)績效的目的。敬業(yè)度調(diào)查是評價企業(yè)文化、制度流程及企業(yè)溝通的常用工具之一,基于理論和實踐重要性的分析及研究,我們嘗試討論影響敬業(yè)度的關(guān)鍵因素,如職業(yè)發(fā)展、薪酬體系、企業(yè)文化、內(nèi)部溝通、人才梯隊建設(shè)、安全等對公司整體敬業(yè)度的影響。調(diào)查方式方法主要采用問卷調(diào)查及深度訪談。在2016年3月的調(diào)查中,TRP公司響應(yīng)BEL集團總部的要求,針對全集團所有員工進行了統(tǒng)一的敬業(yè)度問卷調(diào)查,該問卷是由合益（Hay）咨詢公司參考Gallup的Q12問卷,并結(jié)合... 

【文章來源】：廣東外語外貿(mào)大學廣東省

【文章頁數(shù)】：90 頁

【學位級別】：碩士

【文章目錄】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
CHAPTER I INTRODUCTION
    1.1 BACKGROUND
    1.2 OBJECTIVE AND SIGNIFICANCE OF THE RESEARCH
        1.2.1 Objective
        1.2.2 Theoretical Significance
        1.2.3 Practical Significance
    1.3 RESEARCH METHODS
        1.3.1 Literature Analysis Method
        1.3.2 Empirical Analysis Method
    1.4 RESEARCH IDEAS
    1.5 INNOVATIONS
CHAPTER II RELATED THEORY AND LITERATURE OVERVIEW OF ENGAGEMENT
    2.1 ENGAGEMENT OVERVIEW
        2.1.1 Research on the concept of employee engagement at home and abroad
    2.2 INFLUENCING FACTORS OF EMPLOYEE ENGAGEMENT
    2.3 STRUCTURAL DIMENSIONS OF EMPLOYEE ENGAGEMENT
    2.4 RELATED THEORY OF EMPLOYEE ENGAGEMENT
        2.4.1 Hierarchy of Needs
        2.4.2 Equity Theory
        2.4.3 Two-factor Theory
        2.4.4 Psychological Contract Theory
    2.5 THE MEASUREMENT OF ENGAGEMENT
CHAPTER III STATUS ANALYSIS OF THE CASE COMPANY
    3.1 ESTABLISHMENT AND DEVELOPMENT OF TRP
    3.2 ENTERPRISE CULTURAL CONSTRUCTION OF TRP
    3.3 HUMAN RESOURCES STATUS OF TRP
    3.4 ENGAGEMENT SURVEY BACKGROUND OF TRP
CHAPTER IV SURVEY AND ANALYSIS OF EMPLOYEE ENGAGEMENT OF TRP
    4.1 DESIGN AND IMPLEMENTATION OF SURVEY PROGRAM
        4.1.1 Employee Engagement Questionnaire Design
        4.1.2 Determination and pre-survey of Survey Sample
        4.1.3 Reliability and Validity Analysis of the Questionnaire
        4.1.4 Issue and Recycle of Formal Questionnaire
    4.2 PRINCIPLES AND METHODS OF DATA ANALYSIS
    4.3 DATA ANALYSIS RESULTS
        4.3.1 Employee Engagement Status Anatomical Reasons
        4.3.2 Factors Analysis of Employee Engagement
    4.4 SUMMARY
CHAPTER V STRATEGIES TO ENHANCE EMPLOYEE ENGAGEMENT
    5.1 ESTABLISHING GOOD COMMUNICATION CHANNELS
        5.1.1 Managers should understand the importance of communication ideologically
        5.1.2 Promoting Proper Cross-level Communication
        5.1.3 Enriching Different Ways of Communication and Broadening Communication Channels
    5.2 ESTABLISHING FAIR, REASONABLE AND COMPETITIVE PAY SYSTEM
        5.2.1 Appropriating Adjustment of Pay and Benefits Structure
        5.2.2 Implementing Effective Incentive Mechanisms
    5.3 ACTIVELY ESTABLISHING CAREER DEVELOPMENT MODEL
        5.3.1 Emphasis on Employee Career Development
        5.3.2 Establishing a Scientific Career Development Model
    5.4 TALENT ECHELON CONSTRUCTION
    5.5 ESTABLISHING A TRAINING MANAGEMENT SYSTEM IN LINE WITH THE DEVELOPMENT OF THE COMPANY AND ITS EMPLOYEES
        5.5.1 Good Soft Environment is the Prerequisite for Effective Progress in the Development of Employee Development and Training System
        5.5.2 All Departments of the Enterprise Should Assume Their Respective Responsibilities in the Work of Employee Development and Training System
        5.5.3 Developing Own Unique, High-quality Course Series
        5.5.4 Establishing a Stable, Professional or Part-time Lecturer Team
        5.5.5 Diversified Forms of Training
CHAPTER VI SUMMARY AND PROSPECT
    6.1 CONCLUSIONS
    6.2 INSUFFICIENCIES OF THE RESEARCH
    6.3 PROSPECT OF THE RESEARCH
REFERENCES
APPENDIX QUESTIONNAIRE


【參考文獻】：
期刊論文
[1]提高員工敬業(yè)度方法研究[J]. 王莉.  人力資源管理. 2013(12)
[2]淺析科研創(chuàng)新中的人性管理——基于馬斯洛需求層次理論的分析[J]. 張虹,楊海文.  科技管理研究. 2013(22)
[3]新生代員工敬業(yè)度及其影響因素分析[J]. 李羅君,聶雪林.  現(xiàn)代經(jīng)濟信息. 2013(20)
[4]心理契約、心理賬戶與員工敬業(yè)度關(guān)系研究——基于浙江民營企業(yè)的實證研究[J]. 呂福新,張小龍.  紹興文理學院學報(自然科學). 2013(03)
[5]地質(zhì)勘探行業(yè)員工敬業(yè)度研究[J]. 王芳.  現(xiàn)代商業(yè). 2013(18)
[6]低組織支持度會毀了員工敬業(yè)度[J]. 馬克·羅伊爾,湯姆·安格紐.  商學院. 2013(06)
[7]員工敬業(yè)度研究——將組織機構(gòu)的業(yè)績最大化[J]. 徐江洪.  中小企業(yè)管理與科技(上旬刊). 2013(05)
[8]論中西方激勵機制的差異比較和在醫(yī)療管理中的應(yīng)用[J]. 曾化松.  四川醫(yī)學. 2013(01)
[9]主管承諾與員工敬業(yè)度關(guān)系的實證研究[J]. 馬志強,楊曉靜,朱永躍.  技術(shù)經(jīng)濟與管理研究. 2012(12)
[10]員工敬業(yè)度、職業(yè)倦怠與組織認同關(guān)系的實證研究——基于交通運輸類企業(yè)的數(shù)據(jù)[J]. 晉琳琳,陳浩.  廣東工業(yè)大學學報(社會科學版). 2012(06)

碩士論文
[1]斯堪尼亞卡車銷售激勵策略研究[D]. 劉奎良.華南理工大學 2013
[2]企業(yè)知識型員工敬業(yè)度與工作績效的關(guān)系研究[D]. 劉芬.山東大學 2012
[3]知識型員工個人—組織價值觀匹配度、組織認同及離職傾向的關(guān)系研究[D]. 丁鵬飛.山東大學 2012
[4]DP公司員工敬業(yè)度調(diào)查研究[D]. 劉清宇.蘭州大學 2012
[5]A公司員工敬業(yè)度的調(diào)研與分析[D]. 沈纖竹.遼寧大學 2011
[6]基于心理契約的零售業(yè)基層員工流動研究[D]. 陳婉梅.華僑大學 2011
[7]基于基本心理需要理論的員工敬業(yè)度研究[D]. 胡娟.山東大學 2011
[8]員工敬業(yè)度與員工滿意度關(guān)系的實證研究[D]. 周解.華中科技大學 2008



本文編號：3564040