毕业论文 某公司核心员工忠诚度的实证分析.doc
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毕业论文 某公司核心员工忠诚度的实证分析,摘要：知识经济时代，创新性人力资源管理实践获得了很大发展，员工参与的重要性日益显现，以员工参与为主题的相关研究也成为国内外理论界和企业界关注的焦点，然而，由于实施参与的起步较晚、企业管理机制不健全、文化背景差异和借鉴操作不当等原因。员工参与在我国企业的管理实践中，常常遇到各种障碍和困难，从而难以达到预期的效用。另外，国...
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摘要：知识经济时代，创新性人力资源管理实践获得了很大发展，员工参与的重要性日益显现，以员工参与为主题的相关研究也成为国内外理论界和企业界关注的焦点，然而，由于实施参与的起步较晚、企业管理机制不健全、文化背景差异和借鉴操作不当等原因。员工参与在我国企业的管理实践中，常常遇到各种障碍和困难，从而难以达到预期的效用。另外，国内有关员工参与的研究定性多、定量少，并且涉及员工心理层面的研究严重匮乏等问题也无法适应时代的要求。因而，企业管理实践中的现状和种种疑问以及国内理论研究的不足，使得我国实业界和理论界的认识不得不开展对员工参与进行深入研究。因此，探究员工参与对员工忠诚度的影响机理具有重要的理论和实践意义。
基于上述背景，本研究整理了相关文献资料，并在理论研究的基础上，形成了以员工参与为前因变量，员工忠诚度为结果变量，组织支持感作为中介变量，薪酬公平感作为调节变量的理论研究模型，展开员工参与对员工忠诚度的预测作用及影响的探讨。
关键词：员工参与；员工忠诚度；薪酬公平感
Some retail enterprise core staff loyalty empirical analysis
【Abstract】 the era of knowledge economy, the innovation of human resource management practice has obtained the very big development, the growing importance of employee participation, through employee involvement as the theme of the related research at home and abroad has also become the circles of theory and business focus, however, due to the late start, involved in the implementation of enterprise management mechanism is not perfect, the difference of the cultural backgrounds and draw lessons from improper operation. Employee participation in China's enterprise management practice, often encounter all sorts of obstacles and difficulties, and thus it is difficult to achieve the desired effect. In addition, the relevant domestic staff to participate in the study of qualitative, quantitative, and to 'psychological studies of serious issues such as lack of also cannot meet the requirements of the times. Therefore, in the practice of enterprise management and the status of all sorts of questions as well as the domestic theory research is insufficient, make our country industry and academic knowledge to carry out in-depth study on employee participation. Therefore, research of employee participation on staff loyalty influence mechanism has important significance in theory and practice.
Based on the above background, this study compiled the relevant literature, and on the basis of theoretical research, formed with the staff involved in the antecedent variables, employee loyalty as outcome variables, perceived organizational support as the mediating variable, the compensation fair conception as a moderating variable theory model, expansion of employee participation on staff loyalty prediction function and influence discussion.
【Key words】 : employee participation employee loyalty;; compensation fairness
目录
一、核心员工和心理契约的相关理论 1
（一）核心员工概念及特点 1
（二）忠诚度概述 2
(三)心理契约理论概述 3
（四）心理契约与员工忠诚度的关系 5
二、宇田公司简介 6
三、宇田公司核心员工忠诚度的分析 7
（一）核心员工结构 7
（二）核心员工忠诚度现状 7
（三）核心员工忠诚度缺失原因 8
四、心理契约的测评与分析 10
（一）问卷设计 10
（二）测试结果分析 10
五、基于心理契约提升核心员工忠诚度的措施 12
（一）心理契约的构建 12
（三）加强心理契约管理 14
（四）加强心理契约管理 15
结论 16
参考文献 17
基于上述背景，本研究整理了相关文献资料，并在理论研究的基础上，形成了以员工参与为前因变量，员工忠诚度为结果变量，组织支持感作为中介变量，薪酬公平感作为调节变量的理论研究模型，展开员工参与对员工忠诚度的预测作用及影响的探讨。
关键词：员工参与；员工忠诚度；薪酬公平感
Some retail enterprise core staff loyalty empirical analysis
【Abstract】 the era of knowledge economy, the innovation of human resource management practice has obtained the very big development, the growing importance of employee participation, through employee involvement as the theme of the related research at home and abroad has also become the circles of theory and business focus, however, due to the late start, involved in the implementation of enterprise management mechanism is not perfect, the difference of the cultural backgrounds and draw lessons from improper operation. Employee participation in China's enterprise management practice, often encounter all sorts of obstacles and difficulties, and thus it is difficult to achieve the desired effect. In addition, the relevant domestic staff to participate in the study of qualitative, quantitative, and to 'psychological studies of serious issues such as lack of also cannot meet the requirements of the times. Therefore, in the practice of enterprise management and the status of all sorts of questions as well as the domestic theory research is insufficient, make our country industry and academic knowledge to carry out in-depth study on employee participation. Therefore, research of employee participation on staff loyalty influence mechanism has important significance in theory and practice.
Based on the above background, this study compiled the relevant literature, and on the basis of theoretical research, formed with the staff involved in the antecedent variables, employee loyalty as outcome variables, perceived organizational support as the mediating variable, the compensation fair conception as a moderating variable theory model, expansion of employee participation on staff loyalty prediction function and influence discussion.
【Key words】 : employee participation employee loyalty;; compensation fairness
目录
一、核心员工和心理契约的相关理论 1
（一）核心员工概念及特点 1
（二）忠诚度概述 2
(三)心理契约理论概述 3
（四）心理契约与员工忠诚度的关系 5
二、宇田公司简介 6
三、宇田公司核心员工忠诚度的分析 7
（一）核心员工结构 7
（二）核心员工忠诚度现状 7
（三）核心员工忠诚度缺失原因 8
四、心理契约的测评与分析 10
（一）问卷设计 10
（二）测试结果分析 10
五、基于心理契约提升核心员工忠诚度的措施 12
（一）心理契约的构建 12
（三）加强心理契约管理 14
（四）加强心理契约管理 15
结论 16
参考文献 17
