员工与组织之间关系的研究已经成为了组织管理研究的重要领域。近年来,员工敬
业度成为人们日益关注的话题,越来越多的调查和研究结果表明:员工敬业度是真正影
响组织绩效的关键指标。有研究表明,与组织承诺、员工忠诚度等变量相比而言,员工
敬业度能更好地描述员工在组织内对于具体工作的投入和由此带来的高绩效表现。企业
经营者和管理者都希望自己的员工是敬业的员工,并试图通过各种方式,比如薪酬激励、
企业文化建设、给与员工充分的授权等等手段来提高员工的敬业度。
员工敬业度的研究源于盖普洛公司(The Gallup Organization)对多家企业进行的近
40年的跟踪调查,在对满意度的研究中捕捉到了员工敬业度的管理指标,并建立了“盖
普洛路径”模型,来描述员工个人表现与公司最终经营业绩、公司整体增值之间的路径。
在中国,越来越多的企业也开始将敬业度作为衡量组织绩效和管理者绩效的重要指标。
因此,非常有必要对员工敬业度进行深入的探讨和分析,找出如何提高员工敬业度的方
法和手段,以期更好的发挥员工敬业度在组织管理中的积极作用。
本文通过借鉴国内外有关员工敬业度的理论研究,以DGL公司作为研究对象,通过
问卷调查和面对面的访谈,进而依据问卷调查的结果和员工访谈的内容,分析DGL公司
全体员工的敬业度现状,发现在沟通、薪酬福利、管理人员能力、培训和员工发展方面
存在问题。针对上述问题,提出了如何提高DGL公司管理岗位人员的敬业度的相关管理
建议。
关键词:员工敬业度;组织行为;管理人员;DGL公司
第II页
华东理工大学硕士学位论文
Research of DGL Company's Employee Engagement
of Administrative Staff
Abstract
The research on the relationship between employee and organization is becoming an
important segment of organization management research. In recent years, employee
engagement is becoming a popular topic. More and more survey and research indicate that
employee engagement is one of key factors those influence business result. Research shows
that compared to organization commitment and employee loyalty, employee engagement can
better describe how employee is devoted in daily work within an organization and
consequently high performance. Business owners and managers hope their employees are
engaged and try to improve employee engagement through means as Pay & Benefit,
Company Culture and empowerment.
The research on employee engagement originated from the follow up of many company
in 40 years by the Gallup Organization. It captured managerial index of employee
engagement during satisfaction survey and build the Gallup Path model to describe the path
from employee performance to business operation result, real profit growth and share price
increase. In China, more and more companies start to take engagement as a key index to
evaluate business and manager performance. It is crucial to review and analysis employee
engagement to find the way to improve engagement so that engagement can play a more
active role in business management.
Based on the existing research on employee engagement both western and Chinese, DGL
company's employee engagement status was reviewed and analyzed through survey and
interviews. Problems were found in communication, pay & benefit,management capability,
training and development opportunities. Suggestions regarding these problems were also
made to improve DGL employee engagement of administration staff.
Keywords: employee engagement; organizational behavior; management; DGL company
目录
第1章前言 1
1.1 研宄的目的和意义
1
1.2 研究方法 2
1.3 论文结构和主要内容
3
第2章敬业度相关研宄综述
4
2.1敬业度概述 4
2.2敬业度与组织绩效的关系研宄
6
2.3敬业度的影响因素研究
8
第3章 DGL公司简介
12
3.1 DGL公司概况 12
3. 2 DGL公司人力资源现状
13
第4章管理岗位员工敬业度分析
16
4.1 问卷设计 16
4.2 调查实施 18
4. 3调查结果分析 20
4. 3.1调查结果总体描述
20
4.3.2不同人群的调查结果分析
23
4.4敬业度现状原因解剖
34
第5章提升管理岗位员工敬业度的建议
36
5.1沟通不畅的改进建议
36
5.2薪酬改善的建议
37
5.3管理人员能力提升的建议
38
5.4员工培训的改进建议
38
5.5员工职业发展的建议
38
第6章结论和局限 39
6.1 辦 39
6.2 局限与不足 39
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