本文選題：知識(shí)型員工　切入點(diǎn)：敬業(yè)度　出處：《青島大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：在知識(shí)經(jīng)濟(jì)時(shí)代,知識(shí)已經(jīng)成為推動(dòng)經(jīng)濟(jì)發(fā)展、技術(shù)進(jìn)步的首要關(guān)鍵因素。企業(yè)要想跟上時(shí)代發(fā)展的腳步,必須提高對(duì)知識(shí)的重視,不斷進(jìn)行創(chuàng)新以獲得可持續(xù)發(fā)展能力。知識(shí)依附于人的頭腦中,知識(shí)型員工自然成為企業(yè)的核心資源,但是知識(shí)型員工自身所擁有的知識(shí)和技術(shù)大多是隱性的,不容易被清晰地表達(dá)出來(lái),也不容易被企業(yè)所轉(zhuǎn)移、開(kāi)發(fā)和利用。這就造成了知識(shí)型員工本身不易量化管理,甚至離職后帶走企業(yè)核心知識(shí)和技術(shù)的困境。因此,企業(yè)需要密切關(guān)注知識(shí)型員工的動(dòng)態(tài),及時(shí)了解和滿(mǎn)足這些知識(shí)型員工的需求,有效降低這些員工的離職率,并能夠提升他們的績(jī)效,為企業(yè)所用,為企業(yè)帶來(lái)良好的經(jīng)營(yíng)業(yè)績(jī)。為此,學(xué)術(shù)領(lǐng)域開(kāi)始關(guān)注知識(shí)型員工的敬業(yè)度問(wèn)題。以往研究表明,提升知識(shí)型員工的敬業(yè)度,能夠有效增加他們的工作滿(mǎn)意度、情感承諾,降低離職意愿。首先,本文梳理了敬業(yè)度與工作績(jī)效的相關(guān)文獻(xiàn),對(duì)知識(shí)型員工的敬業(yè)度和工作績(jī)效的內(nèi)容維度、前因變量、結(jié)果變量進(jìn)行了文獻(xiàn)綜述,重點(diǎn)梳理了敬業(yè)度與工作績(jī)效的關(guān)系。在此基礎(chǔ)上結(jié)合學(xué)者對(duì)知識(shí)型員工、敬業(yè)度和工作績(jī)效的概念進(jìn)行總結(jié),并分析了知識(shí)型員工的特點(diǎn),提出本研究?jī)?nèi)容所涉及的概念,分析研究推理,進(jìn)而提出本文的研究假設(shè)。然后,實(shí)施問(wèn)卷調(diào)查,得出研究結(jié)論。采用Schaufeli等人開(kāi)發(fā)的Utrecht敬業(yè)度測(cè)量量表(UWES)、韓翼開(kāi)發(fā)的任務(wù)績(jī)效測(cè)量量表和VanScotterMotowi ldlo編制的周邊績(jī)效測(cè)量量表。本文調(diào)查分析了東部沿海地區(qū)及周邊城市國(guó)有、外資、股份制、私營(yíng)企業(yè)、事業(yè)單位知識(shí)型員工的實(shí)際情況,收集了323份有效問(wèn)卷,并對(duì)調(diào)查數(shù)據(jù)的信度和效度均采用SPSS19.0軟件進(jìn)行分析,對(duì)調(diào)查結(jié)果進(jìn)行描述性統(tǒng)計(jì)分析、相關(guān)分析和回歸分析,進(jìn)而驗(yàn)證理論假設(shè)。研究結(jié)果顯示我國(guó)企業(yè)知識(shí)型員工現(xiàn)存敬業(yè)度和工作績(jī)效水平較高,但仍有很大的提升空間。就人口統(tǒng)計(jì)學(xué)變量來(lái)看,不同職位類(lèi)別的知識(shí)型員工在敬業(yè)度上存在顯著差異,不同性別、婚姻狀況、年齡、學(xué)歷、工作年限、單位性質(zhì)的知識(shí)型員工在敬業(yè)度上不存在顯著差異;不同婚姻狀況的知識(shí)型員工在工作績(jī)效上存在顯著差異,不同性別、年齡、學(xué)歷、職位類(lèi)別、工作年限、單位性質(zhì)的知識(shí)型員工在工作績(jī)效上不存在顯著差異。相關(guān)分析表明敬業(yè)度及其各維度與工作績(jī)效及其各維度都有顯著的正相關(guān)關(guān)系。最后,根據(jù)實(shí)證研究結(jié)論,提出提高知識(shí)型員工敬業(yè)度與工作績(jī)效的優(yōu)化建議,指出論文存在的不足之處,并提出未來(lái)研究展望。
[Abstract]:In the era of knowledge economy, knowledge has become the first key factor to promote economic development and technological progress. If enterprises want to keep up with the pace of development of the times, they must pay more attention to knowledge. Knowledge is attached to people's minds, knowledge workers naturally become the core resources of the enterprise, but the knowledge workers own knowledge and technology are mostly tacit. It is not easy to express clearly, nor is it easy to be transferred, developed and utilized by enterprises. This makes it difficult for knowledge workers to quantify their management and even take away their core knowledge and technology after leaving their jobs. Enterprises need to pay close attention to the dynamics of knowledge workers, understand and meet the needs of these knowledge workers in a timely manner, effectively reduce the turnover rate of these employees, and can improve their performance and be used by enterprises. Therefore, the academic field has begun to pay attention to the problem of knowledge workers' engagement. Previous studies have shown that improving knowledge workers' engagement can effectively increase their job satisfaction and emotional commitment. First of all, this paper combed the related literature on engagement and job performance, reviewed the content dimension, antecedent variables, and outcome variables of knowledge workers' engagement and job performance. On the basis of analyzing the relationship between engagement and job performance, this paper summarizes the concepts of knowledge worker, engagement and work performance, analyzes the characteristics of knowledge worker, and puts forward the concepts involved in this research. Analysis and research reasoning, and then put forward the research hypothesis. Then, carry out the questionnaire survey, Using the Utrecht engagement scale developed by Schaufeli et al., the task performance measurement scale developed by Kanyi and the peripheral performance measurement scale developed by VanScotterMotowi ldlo, this paper investigates and analyzes the state-owned and foreign capital in the eastern coastal areas and surrounding cities. On the basis of the actual situation of the knowledge workers in the joint-stock system, private enterprises and institutions, 323 valid questionnaires were collected, and the reliability and validity of the survey data were analyzed by SPSS19.0 software, and the results were analyzed by descriptive statistics. Correlation analysis and regression analysis, and then verify the theoretical hypothesis. The results show that the existing level of engagement and job performance of knowledge workers in Chinese enterprises is high, but there is still a lot of room for improvement. There were significant differences in the degree of engagement among knowledge workers in different job types, but there was no significant difference in engagement among knowledge workers of different gender, marital status, age, academic background, working years and unit nature. There were significant differences in job performance among knowledge workers with different marital status, including gender, age, educational background, job type, length of service, There is no significant difference in job performance among knowledge workers of unit nature. Correlation analysis shows that there is a significant positive correlation between engagement and its dimensions. Finally, according to the empirical research conclusions, The paper puts forward some suggestions on how to improve the engagement and performance of knowledge workers, points out the shortcomings of the thesis, and puts forward the prospect of future research.
【學(xué)位授予單位】：青島大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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