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An employee loyalty, the time trend analysis of literature
This research through the CNKI mirror site search, tsinghua tongfang CNKI full-text database, search since 1994 to 2004 by the relevant employee loyalty income database of academic papers. Through the title and keywords retrieval of employee loyalty to 48 articles about the academic papers, including 20 articles, core journals have common journal articles 28, There are definite time of published research, this article 44 as the basic document. The journals are mainly involved in the China human resources development ", "China", "jiangsu township enterprise business theory", "business", "commercial research and some journals.
The problem of employee loyalty in 2000 years ago, not pay attention to the study of literature in 2000. Since 2001, the employee loyalty research papers increased significantly, and increasing year by year. This development trend in recent years, more and more enterprises employee loyalty research academic and corporate attention, it is main with modern management concept of human resources in enterprises increasingly popular, each big enterprise are known to the human capital management risk with the size of the enterprise employee loyalty of direct relation, thus the importance of the problem of employee loyalty are also increasingly prominent.
Second, the connotation of employee loyalty
In China, the employee loyalty is along with the market economy is a new concept of time, have unified academic definition. Article 48 the loyalty from literature analysis of domestic scholars, the connotation of employee loyalty on paper, have different ideas can be summarized into three kinds:
A loyal attitude is mainly from the theory of cognition, emotion and employees tend to act. LiuJuMei and ChenBuFeng (2003), ZhengYan (2001), ZhouYaYue and YuHaiShan (2003) etc scholars think, so-called employee loyalty to enterprise refers to the employees have the deep affection, willing to share with enterprise common growth, to work responsibility and mission, to realize the goal of enterprise dedicated intelligence, and exert its biggest role to help enterprise strategic objectives. Thus employee loyalty are mainly embodied in the positive aspects of employees.
2 is loyalty, mainly from the employees' performance of enterprises of a series of specific behavior research, pay attention to emphasize's contribution to the enterprise standard. As America's Bob (1999), employee loyalty embodies in behavior.
Three is the attitude and behavior, and the view of comprehensive theory of enterprise staff loyalty is a loyal attitude and behavior loyalty unity. ZhaoRuiMei, LiGuiYun (2003) proposed staff loyalty to the enterprise refers to the employees and the best attitude and behavior, the specific performance in ideology and the enterprise values and consistent policy, etc. In action for enterprise contribution, safeguarding the interests of the collective.
Above can be found for employee loyalty, despite the lack of scholars, but cannot define employee loyalty attitudes and behaviors, the employee for employee loyalty through the employees must attitudes and behaviors.
3 the employee loyalty, cultivate the value analysis
Employees of enterprises loyalty is a reflection of the enterprise human resources management level, is an important index in relation to the enterprise can obtain sustainable development. From the analysis of literature, employee loyalty to the enterprise mainly positive influence in two aspects.
First, the employee loyalty to the survival and development of enterprises. Staff of high loyalty means to love enterprise, employees in the company, work hard, and positive for the development of the enterprise culturel and largely will more vigorously promote the development of the enterprise.
Second, the employee loyalty and employees in the company's stability and activity has close relation with high loyalty, the staff members in their treatment unit on the problems between the units inside the standard normally and creed. At the same time, they faced in the unit of this unit is better than the economic benefits, still can choose continue to work in this unit, and work in the enthusiasm and initiative. When the enterprise have difficulty, employees can actively rescue, and to create the future with the enterprise employees, over difficulties.
Third, employee loyalty can bring considerable returns. Including reducing employee recruitment, training, etc, to improve productivity and cost of creating more profit.
Instead, employees lack of enterprise will bring great loyalty, and the negative effects.
First, the great harm to the enterprise image, customer loyalty, causing the loss of customers, And will cause serious working continuity of enterprises, commercial secrets leakage, At the same time, the heart instability, unable to form stable enterprise culture, causes the enterprise to lack the cohesive force and the battle efficiency, etc.
Second, lack of initiative and responsibility staff, even SunGongFeiSi, accepting rake-offs, if employee loyalty enterprises in the low post some important, it will become a danger.
Third, the brain drain of enterprises, which will result in enterprise recruitment, training and production efficiency and reduce cost of human resource management, core competence is under threat.
Four, the influence factors of employee loyalty
According to the 48 papers mentioned in the influence factors of the employee loyalty, literature analysis found that affect employee loyalty factor mainly embodies in its own factors, enterprise factors and outer factors in three aspects.
1 employee loyalty to the influence factors. Individual quality and professional and technical factors and factors, marital status, age and employees of enterprises employee satisfaction of human resource management system and fairness, employees working in the sense of security and staff and working environment and working conditions for the satisfaction of all employee loyalty has the influence of different level. Employees can be found, and the main factors for the employees performance objective factors and subjective factors. And employee satisfaction, achievement, fairness and security of subjective factors in such employee loyalty occupies an important position. Only when employees of enterprises can be satisfied with the system, they will agree to enterprise, thus showing loyal to the enterprise, the contribution for the enterprise.
2 enterprise factors on the employee loyalty. Each big enterprise internal factors are also affect employee loyalty, the core factors of its proportion sum reached 50%. This is mainly manifested in the enterprise system, enterprise development, enterprise culture factors leading factors, etc.
This requests the enterprise must have a scientific, reasonable and humanized system, Secondly, striving to enterprise's development, makes the enterprise core competitive power of enterprises, let employees see hope, Third, the enterprise to people-oriented, fully respect and trust employees, Fourth, to create employee loyalty to breed of enterprise culture. Thus, the loyalty of employees only in enterprise is growing, willing to work for the development of enterprises long-term and contribute their strength, high loyalty for the enterprise development, with due diligence, and responsible.
3 enterprise external factors to influence the employee loyalty. Employee loyalty embodies in the face of this unit is better than the economic benefits, still can choose continue to work in this unit, and work in the enthusiasm and initiative (BozenaZdaniukandJohnM Levine, 2001). Thus the temptation of external largely influences and inspection of the employee loyalty. From the analysis of literature, generous salary and superior physical work environment, Relatively easy development space and GanQingShi ", "management can be influence enterprise employee loyalty external incentives. At the same time, social status, the integrity of the concept, the employment market mechanism, social constraint mechanism and national policy orientation is the external factors affect employee loyalty.
Five, the employee loyalty training policy analysis
Through to 48 papers mentioned staff loyalty training of literature analysis, the countermeasures of employee loyalty training can be summarized by the following countermeasures in three aspects.
Firstly, we should establish good environment for employees to provide a good working environment and conditions, and to enhance working with better meet design the psychological needs of employees.
ZhaoRuiMei, LiGuiYun (2003) to work from two aspects of hardware and soft to consider. Work hard environment refers to the enterprise should give employees more superior work environment and conditions, such as: flexible work system, comfortable and elegant environment, health work place of work and good traffic, communication and office equipment etc. Work tasks include the design of soft whether more colorful and challenging. Among them, work hard environment is soft, work is the key. Enterprises should attach importance to the improvement of the work through continuously, the soft environment for the more colorful content, challenging work design. ChenYunJuan (2004) further to work, "explained makes rich work more colorful, is responsible for working content and the basic level of responsibility, also change, for the purpose of vertical deepening core staff to provide more challenging job. It makes the core staff to finish the work in process of the opportunity to obtain a kind of sense of responsibility and self, identity, development." Form of autonomy, encouraging innovation and cooperation group, provide display intelligence, the broad space radically improve employee loyalty.
Secondly, from the human resource management system to improve employee loyalty. This enterprise needs of recruitment, training and development, promotion, welfare, performance appraisal system construction, etc.
Firstly, the successful recruitment can make many candidates from select individual development goals and objectives of the organizations, and the uniformity and organization of common development. Recruitment is one of important employee loyalty. LiXingMin, TangXiaoYun (2004) points out that the enterprise should take preventive measures are selectively identify, high staff recruitment loyalty. Should the enterprise through strict recruitment activities to improve employee loyalty, the employer should through the overall strategy for behavior model to improve quality of recruitment and asked questions, increase employee loyalty.
Secondly, fair and reasonable compensation system. Employee compensation is the key problem to improve employee loyalty. A fair and reasonable salary system in improving employee loyalty has positive function. How to establish a fair and reasonable compensation system? JiangJianHua, YangTing Fang (2004) that build a fair and reasonable compensation system, it will reach three requirements: first of all employees of relative to organize the internal colleague is fair income, Second is the staff gains relative to other profession personnel is fair, income of staff again is fairly reflect the staff to the organization.
Thirdly, establish rigorous scientific, fair and reasonable assessment system. Employee compensation and performance of the hook only can effectively play incentive effect, which requires the enterprise is fair and reasonable assessment system. ChenPing (2004) put forward enterprise should be combined with qualitative and quantitative indexes, the establishment of a fair and reasonable, rigorous scientific performance evaluation mechanism, perfecting system of rewards and punishments. At the same time, to establish an appeal system of the assessment results, when employees are not satisfied, can place appeal.
In addition, the enterprise training system, employee's promotion system is an important measure of cultivating employee loyalty.
Therefore a good grasp of the enterprise human resources management system, to improve employee loyalty is huge. But no one can be widely applied to industries of human resources management mode, different types of enterprises, scale, according to the different jobs, appropriate choice of suitable management mode.
Finally, enterprise culture and human environment, the key should strengthen the organization, enterprise culture and environment construction of the three aspects of interpersonal environment.
Generally speaking, Chinese scholars put forward the relevant employee loyalty cultivation measures mainly concentrated in the enterprise internal aspects. To strengthen enterprise environment construction is to cultivate employees loyal guarantee, To strengthen enterprise human resources management system is to cultivate the core issue of employee loyalty, Enterprise culture construction and improve the environment of interpersonal employee loyalty has an important role. These measures and countermeasures are interaction, according to the particular case is particular analysis enterprise resolving contradictions and problems.
Six, research conclusions and recommendations
1 research conclusion. First, since 2000, the employee loyalty by more and more researchers study, research has increased number. Along with our country enterprise management concept of human resources in enterprises increasingly popular, the importance of the problem of employee loyalty are also increasingly prominent. Secondly, the definition of employee loyalty is lack of domestic opinion, but should be consistent with the staff on the attitudes and behaviors. Thirdly, the influence factors of employee loyalty is mainly manifested in the employee factors, enterprise factors and outside factors in three aspects. Fourth, different scholars to cultivate the measures of knowledge employee loyalty is a difference, but most believe one of the most critical or from the enterprise environment, human resource management system, the enterprise culture and human environment several aspects to consider, improved employee loyalty.
2 study suggest. First, the enterprise should fully affirmed the value in the enterprise staff loyalty, strengthen the research of employee loyalty, so as to give full play to employee loyalty in enterprise in an important role. Second, the loyalty of our enterprise employees of enterprises for simple understanding of loyalty to their employees on loyalty. Actually, no loyalty is mutual to employees, it will be difficult to win the allegiance of enterprise staff loyalty. At the same time, the staff of enterprise's loyalty will also affect employee loyalty to the employee loyalty, enterprises and research is necessary to combine research staff loyalty. Third, strengthen employee loyalty theory research. The academic influence factors and employee loyalty training staff loyalty measures of classification of differences still exist, and to form the scientific views, consistent with the qualitative and quantitative methods to further strengthen employee loyalty theories research is necessary.
An employee loyalty, the time trend analysis of literature
This research through the CNKI mirror site search, tsinghua tongfang CNKI full-text database, search since 1994 to 2004 by the relevant employee loyalty income database of academic papers. Through the title and keywords retrieval of employee loyalty to 48 articles about the academic papers, including 20 articles, core journals have common journal articles 28, There are definite time of published research, this article 44 as the basic document. The journals are mainly involved in the China human resources development ", "China", "jiangsu township enterprise business theory", "business", "commercial research and some journals.
The problem of employee loyalty in 2000 years ago, not pay attention to the study of literature in 2000. Since 2001, the employee loyalty research papers increased significantly, and increasing year by year. This development trend in recent years, more and more enterprises employee loyalty research academic and corporate attention, it is main with modern management concept of human resources in enterprises increasingly popular, each big enterprise are known to the human capital management risk with the size of the enterprise employee loyalty of direct relation, thus the importance of the problem of employee loyalty are also increasingly prominent.
Second, the connotation of employee loyalty
In China, the employee loyalty is along with the market economy is a new concept of time, have unified academic definition. Article 48 the loyalty from literature analysis of domestic scholars, the connotation of employee loyalty on paper, have different ideas can be summarized into three kinds:
A loyal attitude is mainly from the theory of cognition, emotion and employees tend to act. LiuJuMei and ChenBuFeng (2003), ZhengYan (2001), ZhouYaYue and YuHaiShan (2003) etc scholars think, so-called employee loyalty to enterprise refers to the employees have the deep affection, willing to share with enterprise common growth, to work responsibility and mission, to realize the goal of enterprise dedicated intelligence, and exert its biggest role to help enterprise strategic objectives. Thus employee loyalty are mainly embodied in the positive aspects of employees.
2 is loyalty, mainly from the employees' performance of enterprises of a series of specific behavior research, pay attention to emphasize's contribution to the enterprise standard. As America's Bob (1999), employee loyalty embodies in behavior.
Three is the attitude and behavior, and the view of comprehensive theory of enterprise staff loyalty is a loyal attitude and behavior loyalty unity. ZhaoRuiMei, LiGuiYun (2003) proposed staff loyalty to the enterprise refers to the employees and the best attitude and behavior, the specific performance in ideology and the enterprise values and consistent policy, etc. In action for enterprise contribution, safeguarding the interests of the collective.
Above can be found for employee loyalty, despite the lack of scholars, but cannot define employee loyalty attitudes and behaviors, the employee for employee loyalty through the employees must attitudes and behaviors.
3 the employee loyalty, cultivate the value analysis
Employees of enterprises loyalty is a reflection of the enterprise human resources management level, is an important index in relation to the enterprise can obtain sustainable development. From the analysis of literature, employee loyalty to the enterprise mainly positive influence in two aspects.
First, the employee loyalty to the survival and development of enterprises. Staff of high loyalty means to love enterprise, employees in the company, work hard, and positive for the development of the enterprise culturel and largely will more vigorously promote the development of the enterprise.
Second, the employee loyalty and employees in the company's stability and activity has close relation with high loyalty, the staff members in their treatment unit on the problems between the units inside the standard normally and creed. At the same time, they faced in the unit of this unit is better than the economic benefits, still can choose continue to work in this unit, and work in the enthusiasm and initiative. When the enterprise have difficulty, employees can actively rescue, and to create the future with the enterprise employees, over difficulties.
Third, employee loyalty can bring considerable returns. Including reducing employee recruitment, training, etc, to improve productivity and cost of creating more profit.
Instead, employees lack of enterprise will bring great loyalty, and the negative effects.
First, the great harm to the enterprise image, customer loyalty, causing the loss of customers, And will cause serious working continuity of enterprises, commercial secrets leakage, At the same time, the heart instability, unable to form stable enterprise culture, causes the enterprise to lack the cohesive force and the battle efficiency, etc.
Second, lack of initiative and responsibility staff, even SunGongFeiSi, accepting rake-offs, if employee loyalty enterprises in the low post some important, it will become a danger.
Third, the brain drain of enterprises, which will result in enterprise recruitment, training and production efficiency and reduce cost of human resource management, core competence is under threat.
Four, the influence factors of employee loyalty
According to the 48 papers mentioned in the influence factors of the employee loyalty, literature analysis found that affect employee loyalty factor mainly embodies in its own factors, enterprise factors and outer factors in three aspects.
1 employee loyalty to the influence factors. Individual quality and professional and technical factors and factors, marital status, age and employees of enterprises employee satisfaction of human resource management system and fairness, employees working in the sense of security and staff and working environment and working conditions for the satisfaction of all employee loyalty has the influence of different level. Employees can be found, and the main factors for the employees performance objective factors and subjective factors. And employee satisfaction, achievement, fairness and security of subjective factors in such employee loyalty occupies an important position. Only when employees of enterprises can be satisfied with the system, they will agree to enterprise, thus showing loyal to the enterprise, the contribution for the enterprise.
2 enterprise factors on the employee loyalty. Each big enterprise internal factors are also affect employee loyalty, the core factors of its proportion sum reached 50%. This is mainly manifested in the enterprise system, enterprise development, enterprise culture factors leading factors, etc.
This requests the enterprise must have a scientific, reasonable and humanized system, Secondly, striving to enterprise's development, makes the enterprise core competitive power of enterprises, let employees see hope, Third, the enterprise to people-oriented, fully respect and trust employees, Fourth, to create employee loyalty to breed of enterprise culture. Thus, the loyalty of employees only in enterprise is growing, willing to work for the development of enterprises long-term and contribute their strength, high loyalty for the enterprise development, with due diligence, and responsible.
3 enterprise external factors to influence the employee loyalty. Employee loyalty embodies in the face of this unit is better than the economic benefits, still can choose continue to work in this unit, and work in the enthusiasm and initiative (BozenaZdaniukandJohnM Levine, 2001). Thus the temptation of external largely influences and inspection of the employee loyalty. From the analysis of literature, generous salary and superior physical work environment, Relatively easy development space and GanQingShi ", "management can be influence enterprise employee loyalty external incentives. At the same time, social status, the integrity of the concept, the employment market mechanism, social constraint mechanism and national policy orientation is the external factors affect employee loyalty.
Five, the employee loyalty training policy analysis
Through to 48 papers mentioned staff loyalty training of literature analysis, the countermeasures of employee loyalty training can be summarized by the following countermeasures in three aspects.
Firstly, we should establish good environment for employees to provide a good working environment and conditions, and to enhance working with better meet design the psychological needs of employees.
ZhaoRuiMei, LiGuiYun (2003) to work from two aspects of hardware and soft to consider. Work hard environment refers to the enterprise should give employees more superior work environment and conditions, such as: flexible work system, comfortable and elegant environment, health work place of work and good traffic, communication and office equipment etc. Work tasks include the design of soft whether more colorful and challenging. Among them, work hard environment is soft, work is the key. Enterprises should attach importance to the improvement of the work through continuously, the soft environment for the more colorful content, challenging work design. ChenYunJuan (2004) further to work, "explained makes rich work more colorful, is responsible for working content and the basic level of responsibility, also change, for the purpose of vertical deepening core staff to provide more challenging job. It makes the core staff to finish the work in process of the opportunity to obtain a kind of sense of responsibility and self, identity, development." Form of autonomy, encouraging innovation and cooperation group, provide display intelligence, the broad space radically improve employee loyalty.
Secondly, from the human resource management system to improve employee loyalty. This enterprise needs of recruitment, training and development, promotion, welfare, performance appraisal system construction, etc.
Firstly, the successful recruitment can make many candidates from select individual development goals and objectives of the organizations, and the uniformity and organization of common development. Recruitment is one of important employee loyalty. LiXingMin, TangXiaoYun (2004) points out that the enterprise should take preventive measures are selectively identify, high staff recruitment loyalty. Should the enterprise through strict recruitment activities to improve employee loyalty, the employer should through the overall strategy for behavior model to improve quality of recruitment and asked questions, increase employee loyalty.
Secondly, fair and reasonable compensation system. Employee compensation is the key problem to improve employee loyalty. A fair and reasonable salary system in improving employee loyalty has positive function. How to establish a fair and reasonable compensation system? JiangJianHua, YangTing Fang (2004) that build a fair and reasonable compensation system, it will reach three requirements: first of all employees of relative to organize the internal colleague is fair income, Second is the staff gains relative to other profession personnel is fair, income of staff again is fairly reflect the staff to the organization.
Thirdly, establish rigorous scientific, fair and reasonable assessment system. Employee compensation and performance of the hook only can effectively play incentive effect, which requires the enterprise is fair and reasonable assessment system. ChenPing (2004) put forward enterprise should be combined with qualitative and quantitative indexes, the establishment of a fair and reasonable, rigorous scientific performance evaluation mechanism, perfecting system of rewards and punishments. At the same time, to establish an appeal system of the assessment results, when employees are not satisfied, can place appeal.
In addition, the enterprise training system, employee's promotion system is an important measure of cultivating employee loyalty.
Therefore a good grasp of the enterprise human resources management system, to improve employee loyalty is huge. But no one can be widely applied to industries of human resources management mode, different types of enterprises, scale, according to the different jobs, appropriate choice of suitable management mode.
Finally, enterprise culture and human environment, the key should strengthen the organization, enterprise culture and environment construction of the three aspects of interpersonal environment.
Generally speaking, Chinese scholars put forward the relevant employee loyalty cultivation measures mainly concentrated in the enterprise internal aspects. To strengthen enterprise environment construction is to cultivate employees loyal guarantee, To strengthen enterprise human resources management system is to cultivate the core issue of employee loyalty, Enterprise culture construction and improve the environment of interpersonal employee loyalty has an important role. These measures and countermeasures are interaction, according to the particular case is particular analysis enterprise resolving contradictions and problems.
Six, research conclusions and recommendations
1 research conclusion. First, since 2000, the employee loyalty by more and more researchers study, research has increased number. Along with our country enterprise management concept of human resources in enterprises increasingly popular, the importance of the problem of employee loyalty are also increasingly prominent. Secondly, the definition of employee loyalty is lack of domestic opinion, but should be consistent with the staff on the attitudes and behaviors. Thirdly, the influence factors of employee loyalty is mainly manifested in the employee factors, enterprise factors and outside factors in three aspects. Fourth, different scholars to cultivate the measures of knowledge employee loyalty is a difference, but most believe one of the most critical or from the enterprise environment, human resource management system, the enterprise culture and human environment several aspects to consider, improved employee loyalty.
2 study suggest. First, the enterprise should fully affirmed the value in the enterprise staff loyalty, strengthen the research of employee loyalty, so as to give full play to employee loyalty in enterprise in an important role. Second, the loyalty of our enterprise employees of enterprises for simple understanding of loyalty to their employees on loyalty. Actually, no loyalty is mutual to employees, it will be difficult to win the allegiance of enterprise staff loyalty. At the same time, the staff of enterprise's loyalty will also affect employee loyalty to the employee loyalty, enterprises and research is necessary to combine research staff loyalty. Third, strengthen employee loyalty theory research. The academic influence factors and employee loyalty training staff loyalty measures of classification of differences still exist, and to form the scientific views, consistent with the qualitative and quantitative methods to further strengthen employee loyalty theories research is necessary.
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