【作者】 赵寅清； 魏丽娟； 田宝；

【Author】 Zhao Yinqing Wei Lijuan Tian Bao Department of Psychology,Capital Normal University,Beijing,Room 1207,9A apartment,Capital Normal University,No.l05,North Road,West 3rd Ring Road.Haidian District,Beijing,100048,

【机构】 首都师范大学心理系；

【摘要】 本研究有两个目的 ,第一个目的是通过文献查阅和企业员工访谈的方式建立员工积极投入量表。本研究的企业选择是建立在获得中华英才2010颁布的最佳雇主中的,共访谈四位HR主管与六位非HR主管。本论文的第二个目的即根据上述所建立的员工投入量表继续进行员工积极投入对工作绩效的影响研究。本文通过实证研究,共得到如下结论:(1)员工投入内部驱动因子有相对独立的5个维度组成:工作资源、工作意义、主动性、组织认同、责任感。形成的驱动因子测量问卷,具有良好的信效度。(2)人口统计学变量差异结果显示,年龄、教育背景、工作等级、工作时间、婚姻状况都对工作投入内部驱动因子有显著影响。(3)员工投入内部驱动因子中的工作资源、工作意义、主动性对工作投入具有直接的正向预测作用;工作资源、组织认同、责任感对工作绩效具有直接的正向预测作用。工作资源通过工作投入中的中介作用,间接地预测工作绩效。更多还原

【Abstract】 This study has two purposes.The first one is to establish internal drivers of employee engagement scale by means of studying the relative literature and interviewing employees.4 HR executives and 6 non-HR executives were chosen as interviewees, who are among the 2010 China HR’s best employers.The second part is to study the effect of employee engagement on their performance by this scale. The following conclusions are obtained by empirical studies: (1) The internal drivers of employee engagement scale consists of five dimensions:job resources,work meaning,initiative, organization identity,sense of responsibility;the sacle has good reliability and validity. (2) The results show that demographic differences,such as age,education,j’ob rank,working hours,marital status,have a significant positive effect on the internal drivers of employee engagement. (3) Job resources,work meaning and initiative tend to have a direct positive impact on employee engagement;j’ob resources, organization identity and sense of responsibility have a direct positive impact on job performance.Meanwhile,job resources have an indirect impact on job performance,through the intermediary of employee engagement.更多还原