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

【摘要】：在知識經(jīng)濟時代,知識已經(jīng)成為推動經(jīng)濟發(fā)展、技術(shù)進步的首要關(guān)鍵因素。企業(yè)要想跟上時代發(fā)展的腳步,必須提高對知識的重視,不斷進行創(chuàng)新以獲得可持續(xù)發(fā)展能力。知識依附于人的頭腦中,知識型員工自然成為企業(yè)的核心資源,但是知識型員工自身所擁有的知識和技術(shù)大多是隱性的,不容易被清晰地表達出來,也不容易被企業(yè)所轉(zhuǎn)移、開發(fā)和利用。這就造成了知識型員工本身不易量化管理,甚至離職后帶走企業(yè)核心知識和技術(shù)的困境。因此,企業(yè)需要密切關(guān)注知識型員工的動態(tài),及時了解和滿足這些知識型員工的需求,有效降低這些員工的離職率,并能夠提升他們的績效,為企業(yè)所用,為企業(yè)帶來良好的經(jīng)營業(yè)績。為此,學(xué)術(shù)領(lǐng)域開始關(guān)注知識型員工的敬業(yè)度問題。以往研究表明,提升知識型員工的敬業(yè)度,能夠有效增加他們的工作滿意度、情感承諾,降低離職意愿。首先,本文梳理了敬業(yè)度與工作績效的相關(guān)文獻,對知識型員工的敬業(yè)度和工作績效的內(nèi)容維度、前因變量、結(jié)果變量進行了文獻綜述,重點梳理了敬業(yè)度與工作績效的關(guān)系。在此基礎(chǔ)上結(jié)合學(xué)者對知識型員工、敬業(yè)度和工作績效的概念進行總結(jié),并分析了知識型員工的特點,提出本研究內(nèi)容所涉及的概念,分析研究推理,進而提出本文的研究假設(shè)。然后,實施問卷調(diào)查,得出研究結(jié)論。采用Schaufeli等人開發(fā)的Utrecht敬業(yè)度測量量表(UWES)、韓翼開發(fā)的任務(wù)績效測量量表和VanScotterMotowi ldlo編制的周邊績效測量量表。本文調(diào)查分析了東部沿海地區(qū)及周邊城市國有、外資、股份制、私營企業(yè)、事業(yè)單位知識型員工的實際情況,收集了323份有效問卷,并對調(diào)查數(shù)據(jù)的信度和效度均采用SPSS19.0軟件進行分析,對調(diào)查結(jié)果進行描述性統(tǒng)計分析、相關(guān)分析和回歸分析,進而驗證理論假設(shè)。研究結(jié)果顯示我國企業(yè)知識型員工現(xiàn)存敬業(yè)度和工作績效水平較高,但仍有很大的提升空間。就人口統(tǒng)計學(xué)變量來看,不同職位類別的知識型員工在敬業(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型員工在工作績效上存在顯著差異,不同性別、年齡、學(xué)歷、職位類別、工作年限、單位性質(zhì)的知識型員工在工作績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效及其各維度都有顯著的正相關(guān)關(guān)系。最后,根據(jù)實證研究結(jié)論,提出提高知識型員工敬業(yè)度與工作績效的優(yōu)化建議,指出論文存在的不足之處,并提出未來研究展望。
[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)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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