企业知识型员工敬业度与工作绩效关系的实证研究

发布时间：2018-03-16 14:26

本文选题：知识型员工　切入点：敬业度　出处：《青岛大学》2017年硕士论文　论文类型：学位论文

【摘要】：在知识经济时代,知识已经成为推动经济发展、技术进步的首要关键因素。企业要想跟上时代发展的脚步,必须提高对知识的重视,不断进行创新以获得可持续发展能力。知识依附于人的头脑中,知识型员工自然成为企业的核心资源,但是知识型员工自身所拥有的知识和技术大多是隐性的,不容易被清晰地表达出来,也不容易被企业所转移、开发和利用。这就造成了知识型员工本身不易量化管理,甚至离职后带走企业核心知识和技术的困境。因此,企业需要密切关注知识型员工的动态,及时了解和满足这些知识型员工的需求,有效降低这些员工的离职率,并能够提升他们的绩效,为企业所用,为企业带来良好的经营业绩。为此,学术领域开始关注知识型员工的敬业度问题。以往研究表明,提升知识型员工的敬业度,能够有效增加他们的工作满意度、情感承诺,降低离职意愿。首先,本文梳理了敬业度与工作绩效的相关文献,对知识型员工的敬业度和工作绩效的内容维度、前因变量、结果变量进行了文献综述,重点梳理了敬业度与工作绩效的关系。在此基础上结合学者对知识型员工、敬业度和工作绩效的概念进行总结,并分析了知识型员工的特点,提出本研究内容所涉及的概念,分析研究推理,进而提出本文的研究假设。然后,实施问卷调查,得出研究结论。采用Schaufeli等人开发的Utrecht敬业度测量量表(UWES)、韩翼开发的任务绩效测量量表和VanScotterMotowi ldlo编制的周边绩效测量量表。本文调查分析了东部沿海地区及周边城市国有、外资、股份制、私营企业、事业单位知识型员工的实际情况,收集了323份有效问卷,并对调查数据的信度和效度均采用SPSS19.0软件进行分析,对调查结果进行描述性统计分析、相关分析和回归分析,进而验证理论假设。研究结果显示我国企业知识型员工现存敬业度和工作绩效水平较高,但仍有很大的提升空间。就人口统计学变量来看,不同职位类别的知识型员工在敬业度上存在显著差异,不同性别、婚姻状况、年龄、学历、工作年限、单位性质的知识型员工在敬业度上不存在显著差异;不同婚姻状况的知识型员工在工作绩效上存在显著差异,不同性别、年龄、学历、职位类别、工作年限、单位性质的知识型员工在工作绩效上不存在显著差异。相关分析表明敬业度及其各维度与工作绩效及其各维度都有显著的正相关关系。最后,根据实证研究结论,提出提高知识型员工敬业度与工作绩效的优化建议,指出论文存在的不足之处,并提出未来研究展望。
[Abstract]:In the era of knowledge economy, knowledge has become the first key factor to promote economic development and technological progress. If enterprises want to keep up with the pace of development of the times, they must pay more attention to knowledge. Knowledge is attached to people's minds, knowledge workers naturally become the core resources of the enterprise, but the knowledge workers own knowledge and technology are mostly tacit. It is not easy to express clearly, nor is it easy to be transferred, developed and utilized by enterprises. This makes it difficult for knowledge workers to quantify their management and even take away their core knowledge and technology after leaving their jobs. Enterprises need to pay close attention to the dynamics of knowledge workers, understand and meet the needs of these knowledge workers in a timely manner, effectively reduce the turnover rate of these employees, and can improve their performance and be used by enterprises. Therefore, the academic field has begun to pay attention to the problem of knowledge workers' engagement. Previous studies have shown that improving knowledge workers' engagement can effectively increase their job satisfaction and emotional commitment. First of all, this paper combed the related literature on engagement and job performance, reviewed the content dimension, antecedent variables, and outcome variables of knowledge workers' engagement and job performance. On the basis of analyzing the relationship between engagement and job performance, this paper summarizes the concepts of knowledge worker, engagement and work performance, analyzes the characteristics of knowledge worker, and puts forward the concepts involved in this research. Analysis and research reasoning, and then put forward the research hypothesis. Then, carry out the questionnaire survey, Using the Utrecht engagement scale developed by Schaufeli et al., the task performance measurement scale developed by Kanyi and the peripheral performance measurement scale developed by VanScotterMotowi ldlo, this paper investigates and analyzes the state-owned and foreign capital in the eastern coastal areas and surrounding cities. On the basis of the actual situation of the knowledge workers in the joint-stock system, private enterprises and institutions, 323 valid questionnaires were collected, and the reliability and validity of the survey data were analyzed by SPSS19.0 software, and the results were analyzed by descriptive statistics. Correlation analysis and regression analysis, and then verify the theoretical hypothesis. The results show that the existing level of engagement and job performance of knowledge workers in Chinese enterprises is high, but there is still a lot of room for improvement. There were significant differences in the degree of engagement among knowledge workers in different job types, but there was no significant difference in engagement among knowledge workers of different gender, marital status, age, academic background, working years and unit nature. There were significant differences in job performance among knowledge workers with different marital status, including gender, age, educational background, job type, length of service, There is no significant difference in job performance among knowledge workers of unit nature. Correlation analysis shows that there is a significant positive correlation between engagement and its dimensions. Finally, according to the empirical research conclusions, The paper puts forward some suggestions on how to improve the engagement and performance of knowledge workers, points out the shortcomings of the thesis, and puts forward the prospect of future research.
【学位授予单位】：青岛大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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