麦德美番禺公司知识型员工忠诚度研究

发布时间：2018-01-11 21:37

本文关键词：麦德美番禺公司知识型员工忠诚度研究　出处：《兰州大学》2013年硕士论文　论文类型：学位论文

【摘要】：进入二十一世纪以来,科技迅猛发展,人类已经进入全新的知识经济时代,知识创造财富,那些拥有知识并运用知识进行创新性工作的知识型员工已经成为企业获得和保持竞争优势的重要资源之一。知识型员工具有较高的综合素质,自主性强,自我实现的愿望强烈,流动性大,工作过程难以监控以及工作成果不易评价的特点,如何加强对知识型员工管理并提升其忠诚度,是目前企业人事部门管理的难点,也是人力资源管理专家、学者研究的重点。现有对知识型员工忠诚度的研究,主要是以降低员工离职率为目标,不重视对知识型员工的分类管理,因此知识型员工忠诚度维护成本较高。本文通过总结前人研究员工忠诚度、知识型员工特征以及知识型员工忠诚度的影响因素的基础上,结合心理契约理论,总结出影响知识型员工忠诚度的企业组织因素有工作本身、工作环境、工作回报、企业文化及员工发展五个方面,并提出了基于以上影响因素的知识型员工忠诚度管理模型。通过对麦德美番禺公司的知识型员工忠诚度的实证调查研究,得出该公司在工作环境、工作回报、企业文化及员工发展方面,知识型员工评价较低,因此提出了从人力资源管理机制、薪酬激励策略、员工职业生涯发展以及企业文化四个方面提升知识型员工忠诚度的措施和方案,并引入ABC分类管理方法,对知识型员工进行分类管理,设定不同的忠诚度管理目标：即提高A类核心关键的知识型员工忠诚度,促进B类知识型员工的合理流动,对C类知识型员工实行优胜劣汰,从而降低企业人力资源成本,提升企业活力,增强企业的核心竞争力。
[Abstract]:Since 21th century, with the rapid development of science and technology, mankind has entered a new era of knowledge economy, knowledge creates wealth. Knowledge workers who have knowledge and use knowledge for innovative work have become one of the important resources for enterprises to obtain and maintain competitive advantage. Knowledge workers have higher comprehensive quality and strong autonomy. The desire of self-realization is strong, the mobility is large, the work process is difficult to monitor and the work results are not easy to evaluate, how to strengthen the management of the knowledge workers and enhance their loyalty. It is the difficult point of enterprise personnel department management at present, and is also the focus of human resource management experts and scholars. The existing research on the loyalty of knowledge workers is mainly aimed at reducing employee turnover rate. Do not attach importance to the classified management of knowledge workers, so the maintenance cost of loyalty of knowledge workers is high. On the basis of summarizing the factors influencing employee loyalty, knowledge employee characteristics and knowledge employee loyalty, this paper combines the theory of psychological contract. The organizational factors affecting the loyalty of knowledge workers are summarized in five aspects: work itself, work environment, work return, corporate culture and employee development. Based on the above factors, this paper puts forward the knowledge employee loyalty management model. Through the empirical investigation and research on the loyalty of the knowledge workers of MIDM Panyu Company, the paper draws the conclusion that the company is in the working environment and working reward. In terms of enterprise culture and staff development, the evaluation of knowledge workers is low, so the paper puts forward the human resource management mechanism and salary incentive strategy. Staff career development and corporate culture to enhance the loyalty of knowledge workers measures and programs, and the introduction of ABC classification management method, knowledge workers classified management. Set different loyalty management objectives: improve the loyalty of the key knowledge workers of category A, promote the reasonable flow of class B knowledge workers, and carry out the survival of the fittest for the C type knowledge workers. In order to reduce the cost of human resources, enhance the vitality of enterprises, enhance the core competitiveness of enterprises.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F416.72

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