Handbook Proposal Abstract introductionLiterature Review outline swot分析法 pest分析法 pestel analysis case study Methodology Reference 论文题目选题
返回首页

Literature Review Employee Commitment 关于员工承诺的文献综述

时间:2017-05-09 09:07来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
员工对组织承诺的概念在文献中备受关注。作为组织专家和管理人员,有兴趣在寻找方法来提高员工的表现和保留。在文献中,员工对组织的承诺。承诺是一种心理状态,它的特点是员工与组织的关系和他们愿意继续工作的组织。忠诚的雇员已被定义为:“一个在组织与我同甘共苦,参加正常工作,并在一整天,保护公司的资产,股份公司的目标,等等”根据定义,忠诚的员工比自由更可能在组织。员工的承诺是一个重要的方面,它往往是一个很好的预测员工离职与工作满意度。
 
The concept of employee commitment to organisation has received much attention in the literature. As both organization experts and managers, are interested in looking for ways to improve employee performance and retention (Steers, 1977). In the literature, employee‟s commitment to the organisation is referred to as Organisational commitment (Meyer and Allen, 1997). According to Meyer and Allen (1991) commitment is a psychological state, which characterizes employee's relation with the organization and their willingness to continue working in the organization. Committed employee has been defined as:"One who stays with the organisation through think and thin, attends work regularly, puts in a full day, protects company assets, shares company goal, and so on" (Meyer and Allen, 1997: 3) According to the definition, committed employees are more likely to stay in the organization than the uncommitted ones (Meyer and Allen, 1997). Employee commitment is an important aspect as according to Steers (1977), it is often a good predictor of employee turnover than is job satisfaction.
 
Organizational performance: 组织绩效:
High performance work systems claim to increase organisational performance. It is crucial therefore to analyse whether or not these systems actually achieve the simple purpose they were devised to fulfil. There is a substantial and growing body of research which claims to show that enormous economic returns can be obtained through the implementation of HPWS (Pfeffer & Veiga, 1999). There are many indicators other than pure financial figures that indicate an increase in organisational performance (Huselid, 1995). One such indicator is the actual behaviour of employees, through the way they affect turnover and labour productivity (Huselid, 1995). Eliciting superior employee performance, which in turn increases organisational performance, comes from HPWS in the form of developing individuals to their „full‟ potential and motivating these individuals to apply their skills and abilities to their work-related activities (Way, 2002). This section will not delve into the issue of workforce turnover but will focus on the contentious issue of productivity. Way (2002) purports that HPWS result in an increase in labour productivity in small US firms. Further evidence comes from Delaney and Huselid (1996, p. 965), whereby it was concluded that, "the widely asserted assumption that people are the pre-eminent organizational resource and the(责任编辑:BUG)


------分隔符-------------------------------------
UK Thesis Base Contacts
推荐内容

Europe (24-hours)
EN:13917206902
china (24-hours)
CN:13917206902
在线客服团队
全天候24小时在线客服 QQ:1455780998

微信在线客服(24小时)

微信公众订阅号