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1、摘要随着外部生存环境的剧烈变化，持续的竞争优势是企业在激烈的市场博弈中亟需获取的资源。而在90后逐渐成长为企业中坚力量的人力资源背景下，通过培养高度敬业的知识型员工，以驱动企业创新能力的发展，是企业获得持续竞争优势的重要举措。但是，传统的企业文化塑造和物质激励等手段，对于90后知识型员工的吸引力式微，这种局限性严重制约企业构建促使员工持续性保有较高的敬业度的能力，最终给企业稳定的竞争潜力带来负面影响。因而，关注员工对于职业成长的这种需求，逐渐成为企业确保知识性员工高度敬业有效措施之一。在实践中，面对90后知识型员工关于职业成长所表现出来的强烈需要，如何恰当地调节组织公平、人力资源政策、领导下属
2、关系等因素的影响，进行适当的职业生涯管理，运用正确的激励措施，使员工能够自愿对所在的组织表现出更高的认同感以及对所从事的工作表现出更高的敬业度，类似此样的重点问题亟需国内、外企业探索和解决。本研究以探索企业对90后知识型员工的职业成长进行管理为宗旨，以促进员工敬业度的改善提供借鉴。因而，本文在文献研究的基础上，通过梳理职业成长、感情承诺、组织公平、员工敬业度等相关理论，首先对以上四个变量的相关概念进行了界定，并在归纳总结前人研究成果的基础上，提出了四者之间关系的假设模型。其中，职业成长作为自变量，员工敬业度作为因变量，感情承诺作为中介变量，组织公平作为调节变量。在此前提下，根据要求设计了调查问
3、卷，基于回收的249份有效样本，运用SPSS软件对调查数据进行了因子分析 、相关分析、回归分析，对提出的假设进行了验证。数据分析结果表明：（1）职业成长在作用于员工敬业度的过程中有显著的正向影响；（2）职业成长在作用于感情承诺的过程中有显著的正向影响；（3）感情承诺在作用于员工敬业度的过程中有显著正向影响；（4）感情承诺在职业成长作用于员工敬业度的过程中起中介作用；（5）组织公平在职业成长作用于感情承诺的过程中起调节作用。最后，本研究在结果讨论中，分别对假设检验的结果进行了详细的解释，并且提出企业在实际的管理中可以采取的可行性建议。关键词：职业成长 ；组织公平；感情承诺；员工敬业度Abstra
4、ctWith the dramatic changes in the external living environment，a sustainable competitive advantage in the fierce market resources companies need to obtain the game。 In the under 90 has grown to become the backbone of the enterprise human resources background，through the cultivation of highly dedicat
5、ed knowledge workers to drive the development of innovation capability of enterprises，enterprises to obtain sustainable competitive advantage is an important measure。However, the traditional means of shaping corporate culture and material incentives for the attraction of knowledge workers 90 after t
6、he decline，resulting in limitations on the presence of a larger long-term to maintain a high degree of employee engagement and action to ensure the stability of enterprise potential of competition。Thus，the focus on employee career growth for this demand gradually become one of the highly dedicated s
7、taff to ensure knowledge of effective measures。In practice，in the face after 90 knowledge workers on career growth has shown a strong need，how to properly adjust the organizational justice，the impact of human resource policies，under the leadership of the relationship between factors such as proper c
8、areer management，the use of the right incentives that enable employees to volunteer for the organization is showing a higher sense of identity as well as the work undertaken show higher engagement，domestic and foreign companies try to focus on a problem-solving。This study was designed for the busine
9、ss management of 90 professional growth of knowledge workers，in order to promote the improvement of employee engagement to provide reference。Thus，on the basis of the literature research, combing through career growth, emotional commitmen，organizational justice，employee engagement and other related t
10、heories，the first of more than four variables related concepts were defined and summarized the results of previous studies based on the proposed hypothetical model of the relationship between the four。Among them，the professional growth as an independent variable，employee engagement as the dependent
11、variable，emotional commitment as mediating variables，organizational justice as the moderator。In this context，according to the design requirements of a questionnaire，based on 249 valid samples were collected using SPSS software for survey data factor analysis，correlation analysis，regression analysis，
12、assumptions were verified。Data analysis showed that： (1) professional growth of employee engagement have a significant positive effect；(2) professional growth of affective commitment has a significant positive effect；(3) emotional commitment to employee engagement have a significant positive effect；
13、(4) the emotional commitment of employees engagement process plays an intermediary role in the professional growth impact；(5) the impact of organizational justice process emotional commitment in regulatory role in professional growth. Finally，the results of this study in the discussion were the resu
14、lts of hypothesis testing were explained in detail and put forward feasible suggestions in the actual management of the enterprise can take。Keywords: Career Growth Organizational Justice Emotional Commitment Employee Engagement 目录摘要1AbstractII目录IV图表清单VII第一章 绪论11.1研究背景与意义11.1.1研究背景11.1.2研究意义21.2文献综述3
15、1.2.1职业成长31.2.2员工敬业度41.2.3感情承诺51.2.4组织公平61.3研究内容与方法71.3.1研究目的71.3.2研究内容71.3.3研究方法71.4研究流程与论文结构81.4.1研究流程81.4.2论文结构10第二章 理论探讨及模型构建112.1研究假设112.1.1 职业成长对员工敬业度的影响112.1.2 感情承诺对员工敬业度的影响122.1.3 职业成长对感情承诺的影响132.1.4 感情承诺的中介作用142.1.5 组织公平的调节作用152.2理论模型162.3本章小结16第三章 研究设计183.1抽样程序和数据收集183.1.1样本选择和数据收集183.1.2数据测量和统计分析方法183.2问卷量表设计193.2.1职业成长量表203.2.2员工敬业度量表203.2.3感情承诺量表213.2.4组织公平量表213.3问卷量表试测与修正223.3.1小样本描述223.3.2问卷分析与修订233.3.3正式量表形成303.3.4问卷发放303.4本章小结30第四章 数据分析与假设检验314.1调研样本的描述性统计314.2量表的信度和效度分析314.2.1职业成长的信度效度分析314.2.2员工敬业度的信度效度分析334.2.3感情承诺的信度效度分析344.2.4组
