基于SET理论的知识型员工敬业度、工作能力与绩效关系研究  

The Relationship Research of Knowledge Employee's Commitment, Capability and Individual Performance Based on SET Theory

作　　者：李鸿雁[1] 吴小节[1] 

机构地区：[1]广东工业大学管理学院,广东广州510520

出　　处：《科技管理研究》2014年第7期222-228,共7页Science and Technology Management Research

基　　金：国家自然科学基金(青年科学基金项目)"地方市场分割制度环境对企业跨区域市场进入模式选择的影响与作用机理研究"(71102052);教育部人文社科基金青年项目"中国区域市场分割的测度;决定因素及对企业市场进入模式影响--基于企业资源基础观视角"(09YJCZH018)

摘　　要：以京、穗、深、沪、晋五大城市的外资、国有、民营三种性质企业的知识型员工为样本,以知识型员工激励因素为自变量、以敬业度为中介变量引入个人绩效为因变量,把工作能力作为敬业度和个人绩效的调节变量,假设并验证知识型员工敬业度与绩效模型,从而定量地探讨激励知识型员工高敬业工作的原因,并对企业提出有效的人力资源应对策略。This paper quantitatively discussed the reason of how to motivate knowledge employee commitment and finally raised an effective strategy of enterprise HRM which targets on knowledge employees from foreign, state - owned and private enterprises respectively of Beijing, Guangzhou, Shenzhen, Shanghai and Taiyuan. During the discussion, the author used knowledge employee motivating factors as dependent variable, commitment as mediating variable, personal performance as dependent variable, capability as moderating variable to assume and verify a model of knowledge employee＇ s commitment and individual performance.

关 键 词：人力资源管理 知识型员工 员工绩效 激励因素 

分 类 号：F272.92[经济管理—企业管理]