美國留學生HRM作業代寫 企業忠誠度

在過去的研究中,對員工忠誠的概念進行了多方面的界定和解釋。員工忠誠被認為是一種組織承諾,員工忠誠被測試對組織中員工的行為有影響(Meyer & Allen, 1991)。在以往的研究中,研究者一直試圖提取員工忠誠的定義:員工忠誠——“對組織的依戀之情”;“一種歸屬感表現為‘希望留下來’”。此外,員工忠誠度——“也衡量了員工對工作的個人責任程度,以及他們尋找新工作的可能性有多大”(Wanda M. Costen & John Salazar, 2011)。員工忠誠——要求員工對組織做出心理承諾,對自己的工作職責、個人和組織目標負責。此外,人際信任的定義方式也不同。人與人之間的信任被定義為一個人所持有的一種廣義的期望,這個期望可以依賴于另一個人或群體的承諾、口頭或書面聲明(Rotter, 1967)。過去,研究者只研究雇主與下屬之間的信任,而忽略了同事之間的信任。事實上,人際信任關系不僅存在于管理層,也存在于同級之間。組織內個人之間和團隊之間的人際信任有助于企業內外部關系的長期穩定;在以信任為基礎的環境中工作可以增加員工的幸福感(John Cook & Toby Wall, 1980)。此外,千禧一代開始進入目前的就業市場,所以就業市場仍在變化。對員工滿意度、人際信任和員工忠誠度的解釋也在發生變化。此外,員工忠誠的概念也發生了變化:員工忠誠不僅意味著員工愿意長期留在組織內(Solomon, 1992),而且員工也愿意努力工作,更傾向于留在組織內創造價值。

美國留學生HRM作業代寫 企業忠誠度

The concept of employee loyalty was defined and explained in many dimensions in the past research . Employee loyalty was considered as an organization commitment and employee loyalty was tested to have an impact on employees’ behavior in an organization (Meyer & Allen, 1991). In the prior research, researchers have been trying to extract the definition of employee loyalty: employee loyalty – “affection for the attachment to the organization”; “a sense of belongingness manifesting as ‘a wish to stay’”. In addition, employee loyalty – “also measures to what degree an employee takes personal responsibility for their work, and how likely they are to look for another job”.Employee loyalty – requires employees make psychological commitment with organization and be responsible for their job duties, personal and organizational goals. Besides, interpersonal trust was also defined in different ways. Interpersonal trust has been defined as a generalized expectancy held by an individual that the word promise, oral or written statement of another individual or group can be relied on (Rotter, 1967). In the past, researcher study trust between employer and subordinate, ignoring the trust between peers. Actually, the relationship of interpersonal trust exists not only in the management level, but also peer level. Interpersonal trust between individuals and among team within an organization facilitates a long-term stability of internal and external relationship in a business; and working in a trust-based environment increase the well-being of employees (John Cook & Toby Wall, 1980). In addition, millennials start to run into the current job market, so job market is still changing. The interpretations of employee satisfaction, interpersonal trust and employee loyalty are also changing. Also, the concept of employee loyalty has changed: employee loyalty means not only employees are willing to stay in the organization for a long while (Solomon, 1992), but also employees are willing to work as hard and they are more prone to stay in the organization to create value.

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