主管承诺与员工敬业度关系的实证研究

本文首先对主管承诺与员工敬业度以往的研究成果进行了系统的梳理,在此基础上,提出了本文的研究假设.接着,在已有的主管承诺和员工敬业度量表的基础上,通过对长三角地区多家企业的MBA学员进行深度访谈,设计出主管承诺和员工敬业度的调查问卷.通过因子分析得到主管承诺与员工敬业度的分析结果,此结果与先前假设的维度完全一致.随后,就主管承诺对员工敬业度的影响作了回归分析,发现其五个因子对员工敬业度的六个维度有不同程度的显著影响.最后,根据回归分析的结果,归纳出主管承诺对员工敬业度影响的关系模型.由此模型,根据关注下属员工敬业度方面的侧重点不同,主管便可以采取不同的方式,提高员工某方面的主管承诺,进而提高其在相应方面的敬业水平.

An Empirical Study on the Relationship between Supervisory Commitment and Employee Engagement

This paper conducts a systematic review of previous research results on supervisory commitment and employee engagement and putting forward assumption that beard on the problem.After that,on the basis of the former scales of supervisory commitment and employee engagement,the paper designs the supervisory commitment and employee engagement questionnaire by conducting indepth interviews with several MBA members who are working in companies of Yangtze River Delta Economic Zone.By the method of factor analysis,the results of supervisory commitment and employee engagement were consistent to the former scales.Furthermore,by having a regression analysis between supervisory commitment and employee engagement,the results show that the former five dimensions vary degrees of impact on the six factors of the latter.And finally,the relational model of the impact on employee engagement to supervisory commitment is summarized in accordance with the regression analysis.With this model,managers could be able to improve supervisory commitment based on different focus on employee engagement,thereby increasing their levels professionalism in corresponding terms.