员工敬业度研究:内外因整合的视角被引量：4

Analysis on Inner and Outer Factors of Employees’ Work Engagement

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摘要在分析员工敬业度的影响因素中,发现两个重要的因素:内因为个人-组织价值观的匹配管理,外因为组织职业生涯规划管理。内因是事物变化的根本,要提高员工的敬业度,首先要改变价值观的匹配问题,其次,要切实实施组织职业生涯规划管理,为员工提供职业咨询、指导和培训晋升等机会和通道。 When we analyze influencing factors of employees＇ work engagement, we find that they belong to two kinds of inner and outer factors. Inner factors of person-organization fit, dominantly determine employees＇ changes, while outer factors are conditions of their changes, which lie in their organizational career management. In order to improve employees＇ work engagement, it is essential to care more for person-organization value fit and to provide the employees＇ with opportunities and access to career tutoring, instruction, training and promotion guide.

作者伍喆

机构地区武汉大学经济与管理学院

出处《西安电子科技大学学报（社会科学版）》 2010年第1期86-91,共6页 Journal of Xidian University：Social Science Edition

关键词敬业度价值观匹配组织文化组织职业生涯规划 Work engagement Person-organization management fit Organizational culture Organizational career

分类号 F272.92 [经济管理—企业管理]

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参考文献16

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