知識(shí)員工敬業(yè)度影響因素研究——以上海市高技術(shù)研究中心為例.pdf

1、華東師范大學(xué)碩士學(xué)位論文知識(shí)員工敬業(yè)度影響因素研究——以上海市高技術(shù)研究中心為例姓名：諸玲申請(qǐng)學(xué)位級(jí)別：碩士專業(yè)：企業(yè)管理指導(dǎo)教師：易凌峰20080501知識(shí)員工敬業(yè)度影響因素研究——以上海市高技術(shù)研究中心為例RESEf氣RCHoNKNOWLEDGEEMPLOYEEENGAGEMENTOFmGHTECHCOMR氣NYINSHANGHAIABSTRACTFirstlythispaperanalyzetheknowledgeemployee

2、s’engagementresearchButtheformerrelatedresearchnearlydiscussedthetheoryoriginoftheemployeeengagement，SOthepaperwantstofindthetheoryoriginfromthepsychologicalcontract，organizationcommitmentbetweentheemployeesandtheorganiz

3、ationsOnthebasisofthistheoryorigin，thepaperwantstoknowtheemployeeengagementactualityofthehiglltechcompaniesandtheinfluencefactorsbyusingthedemonstrationresearchmethod，thengivestheeffectivestrategytoimprovethelevelofthekn

4、owledgeemployeeengagementofhi曲techorganizationsHenceitisexpectedtohelptheorganizationsintheaspectofemployeeengagementMajorfindingsofthispaperinclude：(1)Accordingtotheanalyticresultofthequestionnaire，wecangettheresultthat

5、theknowledgeemployeeengagementofhightechorganizationisonthemoderatelevel(2)Demographicandorganizationalfactorshavesignificantlydifferenteffectsonemployeeengagement，jobengagementfactor，careerdevelopmentengagementfactorand

6、organizationengagementfactor(3)ThecareerdevelopmentopportunityjobrecognitionandorganizationenvironmentaresignificantlypositivelyrelatedwithemployeeengagementGettheformulaofknowledgeemployeeengagementFinallymanagerialimpl

7、icationsweregiveninthehopeofimprovingtheknowledgeemployeeengagementofhigh—techorganizationsOnthebasisofthetheoryandrese打chstudythispapergivesomeadvices：(1)Lettheknowledgeemployeesmakethepsychologicalcontactwiththecompany

8、；(2)Buildthewholecareerdevelopmentplanfortheemployees(3)BuildthehomonymenvironmentintheorganizationThenewpointsofthispaperincluding：choosethehigh—techemployeesastheobject，thepaperwantstofindthetheoryoriginfromthepsycholo

9、gicalcontract，organizationcommitmentbetweentheemployeesandtheorganizationsThevalueofitis：(1)Theoreticallyitopensthemindoftheengagementresearch；(2)Practicallythroughtheresearchoftheaffectivefactorsofthehightechemployeesin