员工敬业度一直以来是国内外学者研究的一个热门话题，其是衡量员工工作态 度和行为的一个重要标准，当前，企业管理者也逐渐认识到敬业度高的员工能够给 公司带来更好的业绩，拥有一支高度敬业的员工队伍是企业最根本的竞争优势。然 而研究表明，目前，我国员工的整体敬业度水平普遍偏低，研究我国本土企业的员 工敬业度，并找出造成员工敬业度低的根本原因，已经成为越来越多企业管理者最 为关注的问题。 X 集团南京分公司是一个典型的中国民营零售型企业，也存在公司员工敬业度 水平偏低的问题。因此，探究公司员工敬业度的影响因素，了解 X 集团南京分公司 员工敬业度偏低更深层次的原因，进而提出提升该公司员工敬业度的方案具有一定 的现实意义。本文通过大量查阅国内外有关人力资源管理及有关敬业度的文献资 料，对员工敬业度的定义、结构、影响因素及测量工具等内容进行总结和分析，并 在此基础上对员工敬业度进行概念界定；然后，根据 X 集团南京分公司实际情况制 定出适合该企业的员工敬业度调查问卷，并进行信效度分析；其次，对 X 集团南京 分公司员工敬业度存在的问题及其影响因素进行分析，为下一步制定员工敬业度提 升策略提供依据；再次，针对 X 集团南京分公司敬业度的现状，从改善员工培训和 职业发展规划、努力提升管理者水平、构建完善的薪酬福利体系、改善企业文化等 几方面提出具体的改善方案。最后，在文章的结论和展望部分，根据本文的研究内 容进一步总结研究结论，并对研究的局限性一一加以说明，且对未来的研究方向进 行了展望。 本文有助于拓宽员工敬业度的研究视角，能够为实体零售行业员工敬业度的研 究提供一个本土化的案例参考，丰富了该领域的理论研究内容。本研究也有助于提 升 X 集团南京分公司的员工敬业度，为该企业人力资源管理提供一定的参考。 关键词：民营零售企业；员工敬业度；影响因素X 集团南京分公司员工敬业度提升策略研究 I ABSTRACT Employee engagement has been a hot topic in domestic and foreign scholars research, it is an important measure of employees work attitude and behavior standard, at present, the enterprise managers also gradually realize high engagement of employees can bring better performance to the company, has a team of highly dedicated staff is the most fundamental enterprise competitive advantage.However, research shows that the overall level of employee engagement in China is generally low at present. Studying the employee engagement in local enterprises and finding out the root cause of low employee engagement has become the most concerned issue for more and more enterprise managers. X group Nanjing branch is a typical Chinese private retail enterprise, which also has the problem of low level of engagement. Therefore,it is of practical significance to explore the influencing factors of employee engagement in the company, understand the deeper reasons for the low employee engagement in X group Nanjing branch, and then put forward a plan to improve employee engagement in the company. This article through extensive a lot at home and abroad about engagement and human resource management literature, the concept of employee engagement, structure, influence factors and the summary and analysis on the measuring tools, etc, and on the basis of the definition for employee engagement;Then, according to the actual situation of X group Nanjing branch, the employee engagement questionnaire for the enterprise was developed and the reliability analysis was conducted. Secondly, this paper analyzes the problems and influencing factors of employee engagement in X group Nanjing branch, and provides the basis for the next step to formulate the employee engagement promotion strategy. Again, in view of the state of X group Nanjing branch engagement, may from the emphasis on staff training and career development planning, efforts to promote management level, build perfect incentive system, create a people-oriented enterprise culture and so on several aspects put forward specific improvement scheme. Finally, in the conclusion and prospect part of this paper, the research conclusions are further summarized according to the research content of this paper, and the limitations of the research are explained one by one, and the future research direction is prospected. This article helps to broaden the research perspective of employee engagement, employee engagement to entity retail industry research to provide a local case reference,ABSTRACT II enriches the theoretical research in the field of the content.This study will also help to improve employee engagement in Nanjing branch of X group and provide some reference for the human resource management of the company. Key Words: Private retail enterprise; employee engagement; influence factorsX 集团南京分公司员工敬业度提升策略研究 1 目 录 第一章 绪论.......................................................................................................1 第一节 研究背景与研究意义.......................................................................................... 1 第二节 研究内容和方法.................................................................................................. 2 一、研究内容.................................................................................................................2 二、研究方法.................................................................................................................3 第三节 本文的创新点...................................................................................................... 3 第二章 国内外相关研究进展..........................................................................4 第一节 员工敬业度的内涵.............................................................................................. 4 一、国外关于敬业度内涵的研究.................................................................................4 二、国内关于敬业度内涵的研究.................................................................................5 第二节 员工敬业度的结构维度...................................................................................... 5 第三节 员工敬业度的影响因素...................................................................................... 6 第三章 X 集团南京分公司基本情况..............................................................9 第一节 X 集团南京分公司基本情况...............................................................................9 一、X 集团发展概况.....................................................................................................9 二、X 集团南京分公司基本情况...............................................................................11 三、X 集团南京分公司人力资源基本情况...............................................................11 第二节 X 集团南京分公司人力资源管理情况.............................................................13 一、绩效考核管理.......................................................................................................13 二、薪酬福利待遇.......................................................................................................14 三、员工培训教育.......................................................................................................14 第四章 X 集团南京分公司员工敬业度调查方案与问题分析................... 15 第一节 调查方案与设计................................................................................................ 15 一、调查目的...............................................................................................................15 二、调查问卷设计模型...............................................................................................15目录 2 三、调查方法...............................................................................................................16 第二节 信效度分析........................................................................................................ 16 第三节 问卷结果分析.................................................................................................... 17 一、员工敬业度调查的基本情况...............................................................................17 二、员工敬业度影响因素统计分析...........................................................................19 第四节 X 集团南京分公司敬业度问题诊断............................................