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1、安徽大学 硕士学位论文 IT企业员工敬业度影响因素研究 姓名：马倩倩 申请学位级别：硕士 专业：企业管理 指导教师：钱士茹 2010-04 I 摘摘 要要 随着市场竞争的加剧， 越来越多的企业意识到人力资源已成为企业获取竞争 优势、实现战略目标的关键资源。为了使企业在竞争中立于不败之地，必须有效 激励员工，增强员工工作动机，通过提升员工绩效实现企业绩效的改善。在此种 背景下，员工敬业度获得了企业经营界与学术研究界的日益关注。因为诸多事实 和研究均表明：员工敬业度对企业绩效有极其显著的影响。员工敬业度对企业生 产效率、利润率、顾客忠诚度和满意度以及员工保留率等与企业绩效密切相关的 关键指标均有影
2、响，已经成为衡量企业人力资源管理效度的一项重要指标。 员工敬业度对于企业的重要性是显而易见的，对于高度依赖“人”的 IT 企 业来说就更显得异常重要了。这是因为，IT 企业较之一般企业，有其特殊性。 它的主要经营资源就是人的智力成果，企业的核心能力也是以人为载体的。既然 企业的核心资源、核心技术都是蕴藏在员工脑中的，那么倘若员工敬业度水平低 下，就必然会阻碍企业的正常发展。因此，培养和保持高水平的员工敬业度对于 IT 企业的生存和发展起到至关重要的作用。 但是,目前我国 IT 企业的员工敬业度现状却令人堪忧。 盖洛普公司针对我国 员工敬业度情况的调查结果显示，IT 业的敬业水平低于全国平均水平
3、。因而， 提升 IT 企业员工敬业度迫在眉睫。在这一前提下，探讨对于 IT 企业员工敬业度 有驱动作用的影响因素有哪些就显得十分必要。 本文在借鉴国内外相关研究的基础上， 依据员工与企业之间存在的劳动契约 和心理契约关系，将员工敬业度划分为工作敬业度和组织敬业度两个维度。本文 以我国 IT 企业的员工为研究对象，通过问卷调查其敬业度情况，继而运用实证 研究的方法，不仅探讨了不同影响因素与敬业度总体水平的关系，还分别分析了 不同影响因素与员工敬业度各维度之间的关系。在影响因素的确定上，笔者通过 对相关文献的阅读、理解及综合分析，将影响因素划分为个人因素、组织因素和 社会环境因素三种类型，分层次研
4、究各影响因素与员工敬业度的关系。最后，根 据研究结论，相应地从员工个人、企业组织、社会环境三个层次为 IT 企业提升 II 员工敬业度提供策略指导。 本文共分为六章：第一章简要阐述了研究背景、研究的目的和意义，介绍了 整篇论文的研究思路、框架结构，归纳了本文采用的研究方法及创新点。第二章 首先介绍了员工敬业度研究的两个理论基础：契约理论和激励理论，然后分别介 绍了国内外关于员工敬业度的概念、维度、影响因素等方面的研究成果，最后阐 述了员工敬业度与员工满意度、工作投入等概念的区别与联系。在第三章中，依 据相关理论及研究，界定了本研究中涉及的变量，将员工敬业度视为一个由工作 敬业度和组织敬业度组成
5、的二维结构，将影响因素归为个人因素、组织因素和社 会环境因素三类。接着，在此基础上构建 IT 企业员工敬业度影响因素模型，并 进行问卷设计与调查。第四章主要分析了 IT 企业员工敬业度的总体水平，以及 IT 企业员工敬业度分组与人口统计学特征之间的关系。第五章运用实证分析分 层次探讨了个人因素、 组织因素和社会环境因素与员工敬业度及其各维度之间的 关系，结果表明影响工作敬业度和组织敬业度两维度的因素各有不同。第六章在 前文研究结论的基础上，从员工个人、企业组织、社会环境三个层面提出对策建 议，同时，指出本研究的局限性并对未来的研究方向提出展望。 希望本文在提升员工敬业度方面得出的结论，能为 I
6、T 企业及其管理者制定 对策提供一定的参考和帮助。 关键词： 关键词：IT 企业；员工敬业度；影响因素 III Abstract As market competition intensifies, more and more enterprises realize that human resources have become the key business resource to gain competitive advantage and achieve strategic objectives. For enterprises retaining an invincible pos
7、ition in competition, we must effectively motivate staff, increase staff motivation and improve employee performance to improve enterprise performance. In such a background, the concern from business sectors and academic research communities about employee engagement is growing. As many facts and st
8、udies show that: employee engagement plays an extremely significant effect on the enterprise performance. Moreover, employee engagement impacts some key indicators relating to corporate performance, such as production efficiency, profitability, customer loyalty and satisfaction, employee retention r
9、ates, which has become an important indicator of the measurement of human resource management. Employee engagement is obviously important to enterprise, especially for IT enterprise highly dependent on the people. This is because IT enterprises are unique comparing with enterprises in general. Its m
10、ain business is the peoples intellectual resources; core competence is people-carrier. Since the enterprises core resources and core technologies are embedded in the minds of employees, then if the low level of employee engagement, it will necessarily impede the normal development of enterprises. Th
11、erefore, the fostering and maintaining a high level of employee engagement for the survival and development of IT enterprises play a crucial role. But, in China, the status of IT enterprise employee engagement is worrying. A survey on view of the employee engagement by GALLUP Co.Ltd demonstrated tha
12、t IT industrys devotion to work is lower than the national average. Therefore, enhancing IT employees devotion is of extremely urgent. In this context, it is necessary to find out what could drive devotion of employee engagement of the IT enterprises. IV On the basis of reference to the research fro
13、m home and abroad, according to the relationship of labor contracts and psychological between staff and enterprises, the paper divides the employee engagement into two dimensions containing working engagement and organization engagement. This paper, based on our IT staff, through a questionnaire to
14、investigate the engagement circumstances, then the use of empirical study, not only discusses the different factors and the relationship between the overall level of engagement, but also different factors were analyzed with the dedicated staff the relationship between the degree of each dimension. S
15、upposing constant factors, according to reading, understanding and comprehensive analyzing relative documents, the author divides factors into personal, organizational and social ones, and studied different levels of each factors relationship with the employee engagement, finally, according to the s
16、tudy conclusion, provides strategic guidance to IT enterprises to enhance employee engagement from individual employees, business organizations, social environment. This paper is divided into six chapters: The first chapter briefly describes the background, purpose and significance of the study, summarizes the research methods used in this paper，introduces the research ideas, framework, and innovation
