摘要
员工是否对企业负责，能否处理好个人与企业的关系，是否全身心地投入到
工作中去，都直接影响到企业发展及员工个人成长。我们知道，员工与企业之间
的忠诚是相互的，当员工在意识上没有认识到自己对企业的责任和义务，没有把
个人进步与企业发展看成统一体，那么，员工对企业的忠诚度自然不高。当前，
企业之间的竞争体现在诸多方面，但对于人才的竞争，尤其是那部分在企业发展
中处于重要工作岗位的技术型员工，表现得尤为激烈。一旦企业不能给技术型员
工创造更多、更好的发展机会，不能为他们提供合适的薪资待遇和福利等物质条
件，并在精神层面为技术型员工着想，那么也将得不到他们对企业的忠诚

本文以江西省高速集团技术型员工为研究对象，对其忠诚度现状、问题和提
升效果、保障措施与对策等一系列问题展开了研究。首先，阐述了论文的研究背
景和意义、国内外研究现状、研究内容、研究方法和思路，论述了员工忠诚度的
概念、类型及影响因素，阐述了技术型员工的概念、特征、需求及相关理论。其
次，介绍了江西省高速集团的概况，分析了集团技术型员工构成、忠诚度的现状
与存在的问题，主要表现在招聘录用程序不健全、员工管理方面存在冲突、员工
激励措施不明确、绩效考核体系不完善、工资薪酬管理不科学等方面。接着，研
究了集团技术型员工忠诚度提升效果的模糊综合评价，构建了评价模型，以健全
招聘录用程序这一准则指标为例，对专家打分结果和隶属度进行了统计与计算，
最终的评价结果表明，集团通过健全招聘录用程序来提升技术型员工的忠诚度的
效果较好。再次，从建立公平的组织制度、提高集团领导的重视、加强与员工的
交流沟通三个角度分析了集团技术型员工忠诚度提升策略的保障措施。最后，提
出了江西省高速集团技术型员工忠诚度的提升策略，主张在健全招聘录用程序方
面，集团应当做出明确的招聘计划、明确新员工招聘方式、及时汇总招聘结果，
在加强员工冲突管理方面，集团应当正强化建设性冲突管理、负强化破坏性冲突
管理，在明确员工激励措施方面，集团应当采取员工培训激励措施、为员工制定
职业发展规划、因人而异采取不同的激励措施，在完善员工绩效考核体系方面，
集团应当选择合理的绩效考核指标、切实有效的实施绩效管理、注重绩效考核的
沟通和反馈，在科学管理工资薪酬方面，应当完善集团薪酬体系、合理调整薪酬
水平

关键词：技术型员工；忠诚度；模糊综合评价法；提升策略II
Abstract
Whether the employee is responsible for the enterprise, whether it may deal with
the relationship between individuals and enterprises, the whole body into the work has
a direct impact on enterprise development and employee personal growth. We know
that is mutual loyalty between employees and enterprises, when employees in
consciousness failed to recognize their responsibilities and obligations of enterprises,
not the individual progress and enterprise development as a unity, then the employee&39;s
loyalty to the enterprise natural high. At present, the competition between enterprises
is reflected in many aspects, but for talent competition, especially the part of the
enterprise development in the important position of the technical staff, the
performance is particularly encouraging. Once the enterprises are unable to technical
staff to create more and better opportunities for development, not as they provide the
material conditions of suitable salary and welfare and in the spirit level for skilled
employee’s sake, then it will not be to their loyalty to the enterprise.
This paper took Jiangxi Province high speed group as the research object, studied
the status of its loyalty, problems and the effectiveness of security measures and
countermeasures, and a series of problems. Firstly, it elaborate the thesis research
background and significance, domestic and foreign research present situation,
research content, research methods and ideas, discussed the concept of employee
loyalty, types and influencing factors, describes the technical staff of the concept, the
characteristic, the demand and the related theory. Secondly, it introduced the general
situation of Jiangxi Provincial Expressway Group, analysis of the status of the
company, employee loyalty and existing problems, mainly in the recruitment process
is not perfect, the staff management there is a conflict, employee incentive measures
is not clear, performance appraisal system is not perfect, salary management
unscientific aspects. Then study the company technical staff loyalty to enhance the
effect of fuzzy comprehensive evaluation, constructs the evaluation model, to improve
the recruitment process the criterion index layer, for example, on the expert scoring
results and membership were statistics and calculation, the final evaluation results
show that, the company through improving the recruitment process to improve
technical staff loyalty effect better. Again, from the establishment of a fair
organizational system, enhance the importance of corporate leadership, strengthen theIII
communication with the staff of three angles to analyze the company&39;s technical staff
to enhance the protection measures of the security measures. Finally, put forward the
improvement strategies of Jiangxi high speed group technical staff loyalty, improve
the claims in the recruitment process, the company shall make clear the recruitment
plan, clear the recruitment of new employees, timely summary of recruitment results
in enhancing employee conflict management, the company should strengthen the
construction of positive conflict management, negative reinforcement, destructive
conflict management, incentive measures should be taken in clear staff, company staff
training incentives, take different incentive measures for the staff to formulate the
occupation development plan, It differs from man to man. The company should
choose reasonable indicators of performance appraisal, performance management,
effective communication and feedback on performance appraisal to improve the
performance appraisal system in the scientific management of salary. The company
should improve the salary system, reasonable salary adjustment Level.
Key words: Technical Staff; Loyalty; Fuzzy Comprehensive Evaluation; Promotion
StrategyIV
目 录
摘要I
Abstract...........II
第 1 章 引言....1
1.1 研究背景和意义......1
1.1.1 研究背景......1
1.1.2 研究意义......1
1.2 国内外研究现状......2
1.2.1 国外研究现状..........2
1.2.2 国内研究现状..........6
1.3 主要研究内容..........7
1.3.1 研究内容......7
1.3.2 研究创新......8
1.4 研究方法和技术路线..........8
1.4.1 研究方法......8
1.4.2 技术路线......8
第 2 章 相关理论......
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