通用電氣公司的總裁杰克.維爾奇曾說(shuō)過(guò)“任何一家想競(jìng)爭(zhēng)取勝的公司必須設(shè)法使每個(gè)員工敬業(yè)”。一個(gè)公司最重要的資源是人力資源,如果一個(gè)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(yán)重的制約。員工敬業(yè)度是員工在情感和知識(shí)方面對(duì)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(jī)效的關(guān)系密切,敬業(yè)度有助于提升組織生產(chǎn)力、利潤(rùn)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(duì)企業(yè)的績(jī)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(jìn)行引導(dǎo)和控制,達(dá)到提升企業(yè)績(jī)效的目的。敬業(yè)度調(diào)查是評(píng)價(jià)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(shí)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(duì)建設(shè)、安全等對(duì)公司整體敬業(yè)度的影響。調(diào)查方式方法主要采用問(wèn)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(tuán)總部的要求,針對(duì)全集團(tuán)所有員工進(jìn)行了統(tǒng)一的敬業(yè)度問(wèn)卷調(diào)查,該問(wèn)卷是由合益（Hay）咨詢公司參考Gallup的Q12問(wèn)卷,并結(jié)合... 

【文章來(lái)源】：廣東外語(yǔ)外貿(mào)大學(xué)廣東省

【文章頁(yè)數(shù)】：90 頁(yè)

【學(xué)位級(jí)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


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碩士論文
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