中国出生率下降以及老龄化加剧，人口红利已经渐渐离我们远去，人口因素成为了 知识经济时代公司变革的重要变量之一。随之而来的就是效率的提升成为了这个时代最 重要的话题，特别是研发人员效率的提升对科技公司的影响更加显著。 YX 人工智能公司作为科技行业的代表性公司，已经明显的感受到了研发人员效率 的提升对于自身变革的重要性。YX 人工智能公司研发人员是否愿意留下来；是否愿意 全力付出；是否热爱自己的公司和工作（表现在愿意以公司为荣不断地去宣传自己的公 司）成为了 YX 人工智能公司研发效率提升的重要问题，这些问题归根到底就是研发人 员敬业度提升的问题。因此，本文以 YX 人工智能公司研发人员为研究对象，研究研发 人员敬业度及其影响因素，从而为公司研发人员敬业度的提升提供解决方案。通过敬业 度文献的分析研究者发现职业发展机会、领导者、工作内容以及组织环境等都会影响公 司研发人员敬业度。在此基础上研究者采用了访谈和问卷调查对 YX 人工智能公司研发 人员的敬业度及其影响因素进行研究。2018 年 10 月对 YX 人工智能公司研发人员进行 了访谈和问卷调查研究，运用 SPSS.21 统计分析工具，对调查问卷数据信效度分析、因 子分析、描述性统计分析、相关分析和回归分析，通过问卷检验找出影响 YX 人工智能 公司研发人员敬业度的关键影响因素。 本论文研究结论得出影响YX人工智能公司研发人员敬业的关键因素有，工作内容、 薪酬绩效、同事关系和管理者（领导关怀）。针对这些关键影响因素，本论文从以下角 度提出了 YX 人工智能公司研发人员敬业度提升策略，1.敬业度提升策略与组织和工作 内容设计融合；2.敬业度提升策略与薪酬绩效激励融合；3.找到生而敬业的人；4.敬业度 提升策略与文化建设和培训融合；5.打破 HR 孤岛建立业务型的人力资源部门。该方案 旨在提升 YX 人工智能公司研发人员敬业度，激活个体，激活团队，为公司研发创新、 研发效率提升和公司可持续发展提供动能，也希望能对人工智能行业其他公司研发人员 的敬业度提升提供借鉴。 关键词，研发人员；人工智能；敬业度II ABSTRACT China's birth rate has declined and aging has intensified, and the demographic dividend has gradually moved away from us. The demographic factor has become one of the important variables for corporate change in the knowledge economy era. What followed was that the improvement of efficiency became the most important topic in this era. In particular, the improvement of the efficiency of R&D personnel has a more significant impact on technology companies. As a representative company in the technology industry. YX Artificial Intelligence has clearly felt it. The increase in the efficiency of R&D personnel is important to their own transformation. Whether YX artificial intelligence company R & D personnel are willing to stay; whether they are willing to pay all their efforts; whether they love their company and work (expressing their willingness to continue to promote their company with the company) has become an important factor in the research and development efficiency of YX artificial intelligence company. The problem, in the final analysis, is the issue of increasing the level of engagement of R&D personnel. Therefore, this article takes YX artificial intelligence company R & D personnel as the research object, researches the R&D personnel's engagement degree and its influencing factors, thus providing solutions for the company's R&D personnel's engagement. Researchers through the literature on engagement have found that career development opportunities, leaders, job content, and organizational environment all influence the company's R&D staff engagement. On this basis, the researchers used interviews and questionnaires to study the engagement and research factors of YX artificial intelligence company R & D personnel. In October 2018, interviews and questionnaires were conducted on R&D personnel of YX Artificial Intelligence Company. Using SPSS.21 statistical analysis tools, the reliability and reliability analysis, factor analysis, descriptive statistical analysis, correlation analysis and regression of questionnaire data were used. Analysis, through hypotheses and tests to identify key factors affecting the engagement of YX AI R&D personnel. The conclusions of this paper are that the key factors affecting the dedication of YX artificial intelligence company R&D personnel are: job content, salary performance, colleague relationship and manager (Leadership Care). In view of these key influencing factors, this paper proposes the promotion strategy of YX artificial intelligence company R&D personnel from the following perspectives: 1. Integration of promotion strategy and organization and work content design; 2. Integration of engagement promotion strategy and compensation performance incentive; 3. Find people who are born and dedicated; 4. Engagement promotionIII strategy and cultural construction and training integration; 5. Break the HR island to establish a business-oriented human resources department. The program aims to enhance the professionalism of YX artificial intelligence company, activate individual, activate the team, provide kinetic energy for the company's R&D innovation, R&D efficiency and sustainable development of the company, and also hope to be engaged in the research and development of other companies in the artificial intelligence industry. Enhance to provide reference. Keywords: R&D personnel; Artificial Intelligence; EngagementIV 目 录 摘要.....................................................................................................................................I ABSTRACT.......................................................................................................................... II 第一章 绪论..........................................................................................................................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 ...............................................................................................................2 1.2 文献综述 .....................................................................................................................3 1.2.1 员工敬业度定义.....................................................................................................3 1.2.2 敬业度的相关理论................................................................................................5 1.2.3 敬业度测量维度与问卷........................................................................................7 1.2.4 基于 CiteSpace 的敬业度知识图谱分析.............................................................10 1.2.5 敬业度的影响因素..............................................................................................13 1.3 研究内容和方法........................................................................................................15 1.3.1 研究内容 .............................................................................................................15 1.3.2 研究方法 .............................................................................................................17 第二章 YX 人工智能公司及其研发人员敬业度概况 .......................................................18 2.1 YX 人工智能公司介绍..............................................................................................18 2.2 YX 人工智能公司企业文化介绍...............................................................................19 2.3 YX 人工智能公司研发组织结构及研发人员介绍....................................................20 2.4 YX 人工智能公司研发人员敬业度表现 ...................................................................22 2.5 本章小结 ...................................................................................................................23 第三章 YX 人工智能公司研发人员敬业度问题诊断 .......................................................24 3.1 研发员工访谈............................................................................................................24 3.1.1 访谈过程 .............................................................................................................24 3.1.2 访谈结果分析 .....................................................................................................25 3.2 问卷调查的设计与实施 ............................................................................................26 3.2.1 问卷调查对象 .....................................................................................................26 3.2.2 敬业度问卷分析..................................................................................................27 3.2.3 敬业度影响因素问卷分析 ..................................................................................29V 3.3 研发人员敬业度调研诊断结果.................................................................................39 3.4 本章小结 ...................................................................................................................41 第四章 YX 人工智能公司研发人员敬业度提升方案 .......................................................42 4.1 总体原则 ...................................................................................................................42 4.2 YX 人工智能公司研发人员敬业度提升方案 ...........................................................43 4.2.1 敬业度提升策略与组织和工作内容设计融合 ...................................................43 4.2.2 敬业度提升策略与薪酬绩效激励融合...............................................................47 4.2.3 找到生而敬业的人..............................................................................................53 4.2.4 敬业度提升策略与文化建设和培训融合 ...........................................................56 4.2.5 打破 HR 孤岛建立业务型的人力资源部门........................................................60 4.3 本章小结 ...................................................................................................................62 结论与展望..........................................................................................................................63