外文翻译员工敬业度的前因后果.docx
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外文翻译员工敬业度的前因后果.docx
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外文翻译员工敬业度的前因后果
外文翻译--员工敬业度的前因后果
本科毕业论文设计
外文翻译
外文题目Antecedentsandconsequencesofemployeeengagement
外文出处JournalofManagerialPsychology20067p600-619
外文作者AlanMsaks
原文
Antecedentsandconsequencesofemployeeengagement
AlanMSaks
InrecentyearstherehasbeenagreatdealofinterestinemployeeengagementManyhaveclaimedthatemployeeengagementpredictsemployeeoutcomesorganizationalsuccessandfinancialperformanceegtotalshareholderreturnBates2004Baumruk2004Harteretal2002Richman2006AtthesametimeithasbeenreportedthatemployeeengagementisonthedeclineandthereisadeepeningdisengagementamongemployeestodayBates2004Richman2006IthasevenbeenreportedthatthemajorityofworkerstodayroughlyhalfofallAmericansintheworkforcearenotfullyengagedortheyaredisengagedleadingtowhathasbeenreferredtoasanengagementgapthatiscostingUSbusinesses300billionayearinlostproductivityBates2004Johnson2004Kowalski2003
UnfortunatelymuchofwhathasbeenwrittenaboutemployeeengagementcomesfromthepractitionerliteratureandconsultingfirmsThereisasurprisingdearthofresearchonemployeeengagementintheacademicliteratureRobinsonetal2004ThepurposeofthisstudywastoinvestigatetheantecedentsandconsequencesoftwotypesofemployeeengagementjobandorganizationengagementsPreviousresearchhasfocusedprimarilyonengagementinonesjobHoweverthereisevidencethatonesdegreeofengagementdependsontheroleinquestionRothbard2001ThusitispossiblethattheantecedentsandconsequencesofengagementdependonthetypeofengagementInthenextsectionemployeeengagementisdefinedfollowedbyadiscussionofemployeeengagementmodelsandtheoryandthestudyhypotheses
Whatisemployeeengagement
EmployeeengagementhasbecomeawidelyusedandpopulartermRobinsonetal2004HowevermostofwhathasbeenwrittenaboutemployeeengagementcanbefoundinpractitionerjournalswhereithasitsbasisinpracticeratherthantheoryandempiricalresearchAsnotedbyRobinsonetal2004therehasbeensurprisinglylittleacademicandempiricalresearchonatopicthathasbecomesopopularAsaresultemployeeengagementhastheappearanceofbeingsomewhatfaddishorwhatsomemightcalloldwineinanewbottle
TomakemattersworseemployeeengagementhasbeendefinedinmanydifferentwaysandthedefinitionsandmeasuresoftensoundlikeotherbetterknownandestablishedconstructslikeorganizationalcommitmentandorganizationalcitizenshipbehaviorRobinsonetal2004MostoftenithasbeendefinedasemotionalandintellectualcommitmenttotheorganizationBaumruk2004Richman2006Shaw2005ortheamountofdiscretionaryeffortexhibitedbyemployeesintheirjobsFranketal2004
IntheacademicliteratureanumberofdefinitionshavebeenprovidedKahn1990p694definespersonalengagementastheharnessingoforganizationmembersselvestotheirworkrolesinengagementpeopleemployandexpressthemselvesphysicallycognitivelyandemotionallyduringroleperformancesPersonaldisengagementreferstotheuncouplingofselvesfromworkrolesindisengagementpeoplewithdrawanddefendthemselvesphysicallycognitivelyoremotionallyduringroleperformancesp694ThusaccordingtoKahn19901992engagementmeanstobepsychologicallypresentwhenoccupyingandperforminganorganizationalrole
Rothbard2001p656alsodefinesengagementaspsychologicalpresencebutgoesfurthertostatethatitinvolvestwocriticalcomponentsattentionandabsorptionAttentionreferstocognitiveavailabilityandtheamountoftimeonespendsthinkingaboutarolewhileabsorptionmeansbeingengrossedinaroleandreferstotheintensityofonesfocusonarole
BurnoutresearchersdefineengagementastheoppositeorpositiveantithesisofburnoutMaslachetal2001AccordingtoMaslachetal2001engagementischaracterizedbyenergyinvolvementandefficacythedirectoppositeofthethreeburnoutdimensionsofexhaustioncynicismandinefficacyResearchonburnoutandengagementhasfoundthatthecoredimensionsofburnoutexhaustionandcynicismandengagementvigoranddedicationareoppositesofeachotherGonzalez-Romaetal2006
Schaufelietal2002p74defineengagementasapositivefulfillingwork-relatedstateofmindthatischaracterizedbyvigordedicationandabsorptionTheyfurtherstatethatengagementisnotamomentaryandspecificstatebutratheritisamorepersistentandpervasiveaffective-cognitivestatethatisnotfocusedonanyparticularobjecteventindividualorbehaviorp74
IntheacademicliteratureengagementissaidtoberelatedtobutdistinctfromotherconstructsinorganizationalbehaviorForexampleRobinsonetal2004p8statethatengagementcontainsmanyoftheelementsofbothcommitmentandOCBbutisbynomeansaperfectmatchwitheitherInadditionneithercommitmentnorOCBreflectsufficientlytwoaspectsofengagement–itstwo-waynatureandtheextenttowhichengagedemployeesareexpectedtohaveanelementofbusinessawareness
OrganizationalcommitmentalsodiffersfromengagementinthatitreferstoapersonsattitudeandattachmenttowardstheirorganizationEngagementisnotanattitudeitisthedegreetowhichanindividualisattentiveandabsorbedintheperformanceoftheirrolesAndwhileOCBinvolvesvoluntaryandinformalbehaviorsthatcanhelpco-workersandtheorganizationthefocusofengagementisonesformalroleperformanceratherthanextra-roleandvoluntarybehavior
EngagementalsodiffersfromjobinvolvementAccordingtoMayetal2004jobinvolvementistheresultofacognitivejudgmentabouttheneedsatisfyingabilitiesofthejobandistiedtoonesself-imageEngagementhastodowithhowindividualsemploythemselvesintheperformanceoftheirjobFurthermoreengagementinvolvestheactiveuseofemotionsandbehaviorsinadditiontocognitionsMayetal2004p12alsosuggestthatengagementmaybethoughtofasanantecedenttojobinvolvementinthatindividualswhoexperiencedeepengagementintheirrolesshouldcometoidentifywiththeirjobs
InsummaryalthoughthedefinitionandmeaningofengagementinthepractitionerliteratureoftenoverlapswithotherconstructsintheacademicliteratureithasbeendefinedasadistinctanduniqueconstructthatconsistsofcognitiveemotionalandbehavioralcomponentsthatareassociatedwithindividualroleperformanceFurthermoreengagementisdistinguishablefromseveralrelatedconstructsmostnotablyorganizationalcommitmentorganizationalcitizenshipbehaviorandjobinvolvement
Employeeengagementmodelsandtheory
GiventhelimitedresearchonemployeeengagementtherehasbeenlittleinthewayofmodelortheorydevelopmentHowevertherearetwostreamsofresearchthatprovidemodelsofemployeeengagementInhisqualitativestudyonthepsychologicalconditionsofpersonalengagementanddisengagementatworkKahn1990interviewedsummercampcounselorsandorganizationalmembersofanarchitecturefirmabouttheirmomentsofengagementanddisengagementatworkKahn1990foundthattherewerethreepsychologicalconditionsassociatedwithengagementordisengagementatworkmeaningfulnesssafetyandavailabilityInotherwordsworkersweremoreengagedatworkinsituationsthatofferedthemmorepsychologicalmeaningfulnessandpsychologicalsafetyandwhentheyweremorepsychologicallyavailable
IntheonlystudytoempiricallytestKahns1990modelMayetal2004foundthatmeaningfulnesssafetyandavailabilityweresignificantlyrelatedtoengagementTheyalsofoundthatjobenrichmentandrolefitwerepositivepredictorsofmeaningfulnessrewardingco-workerandsupportivesupervisorrelationswerepositivepredictorsofsafetywhileadherencetoco-workernormsandself-consciousnesswerenegativepredictorsandresourcesavailablewasapositivepredictorofpsychologicalavailabilitywhileparticipationinoutsideactivitieswasanegativepredictor
TheothermodelofengagementcomesfromtheburnoutliteraturewhichdescribesjobengagementasthepositiveantithesisofburnoutnotingthatburnoutinvolvestheerosionofengagementwithonesjobMaslachetal2001AccordingtoMaslachetal2001sixareasofwork-lifeleadtoburnoutandengagementworkloadcontrolrewardsandrecognitioncommunityandsocialsupportperceivedfairnessandvaluesTheyarguethatjobengagementisassociatedwithasustainableworkloadfeelingsofchoiceandcontrolappropriaterecognitionandrewardasupportiveworkcommunityfairnessandjusticeandmeaningfulandvaluedworkLikeburnoutengagementisexpectedtomediatethelinkbetweenthesesixwork-lifefactorsandvariousworkoutcomes
AlthoughbothKahns1990andMaslachetals2001modelsindicatethepsychologicalconditionsorantecedentsthatarenecessaryforengagementtheydonotfullyexplainwhyindividualswillrespondtotheseconditionswithvaryingdegreesofengagementAstrongertheoreticalrationaleforexplainingemployeeengagementcanbefoundinsocialexchangetheorySET
SETarguesthatobligationsaregeneratedthroughaseriesofinteractionsbetweenpartieswhoareinastateofreciprocalinterdependenceAbasictenetofSETisthatrelationshipsevolveovertimeintotrustingloyalandmutualcommitmentsaslongasthepartiesabidebycertainrulesofexchangeCropanzanoandMictchell2005RulesofexchangeusuallyinvolvereciprocityorrepaymentrulessuchthattheactionsofonepartyleadtoaresponseoractionsbytheotherpartyForexamplewhenindividualsreceiveeconomicandsocioemotionalresourcesfromtheirorganizationtheyfeelobligedtorespondinkindandrepaytheorganizationCropanzanoandMitchel
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