摘要
员工敬业在中西方传统文化中早有提及,但上升到科学、定量化研究在近十几年中才开始广泛进行。通过构建员工敬业的概念模型,从特质、态度及行为三个方面对其内涵及外延展开分析,对相近概念进行辨析,并对其测量维度、方法及各方法的应用情况进行了梳理,由于各学者对敬业内涵的理解不同,所以对测量维度的看法也存在一定的分歧,在此基础上,从个体因素、组织因素及个体与组织交互作用三个角度对敬业度的影响进行述评,对员工敬业的作用结果进行梳理,发现敬业度与组织绩效、组织承诺、工作满意度及组织公民行为等有正向影响,对员工离职倾向有负面影响。最后,对员工敬业的未来研究方向进行展望,以期推动敬业理论的发展及应用。
Employee engagement was mentioned in Chinese and western traditional culture in the early, but scientific and quantitative research began to widely conduct in the past more than ten years. The main contents include its connotation and denotation from three aspects of characteristics, attitude and behavior by constructing a conceptual model of employee engagement and analyzes some similar concepts, hackles the measurement dimensions, methods and their application. Scholars have different ideas. Further, the paper reviewed the influence of individual factors, organizational factors and individual and group interaction on engagement, found engagement has a positive influence on organization performance, organizational commitment, job satisfaction and organizational citizenship behavior, has negative effect on employee turnover intention. Finally, the paper pointed out the future research direction of employee engagement and the goal was to promote the development of professional theory and application.
出处
《技术经济与管理研究》
CSSCI
2014年第8期37-42,共6页
Journal of Technical Economics & Management
基金
教育部人文社科青年基金项目(12YJC880021)
山东省自然科学基金项目(ZR2011GQ009)
关键词
组织承诺
员工敬业
组织契合
工作满意度
Organizationalcommitment
Employeeengagement
Organirationalfit
Job satisfaction
