毕业论文代写：员工敬业的驱动因素
毕业论文代写：员工敬业的驱动因素。员工敬业的驱动因素是薪酬和福利，这是员工敬业的另一个不可或缺的前提。它包括金融相关的奖励和非金融性质的奖励，如通过提供额外假期或基于折扣的旅行方法提供认可和其他典型的津贴。此外，员工敬业度还取决于员工对所获得的福利和薪酬的吸引力。根据社会交换理论，员工追求获得奖励和认可的感觉是，他们现在应该通过完全参与来回应。接下来毕业论文代写专家将对员工敬业的驱动因素进行以下分析。
另一个驱动因素是基于工作的程序和政策。这些结果包括人力资源的政策和程序，以及对组织的感知支持。人力资源政策和程序包括雇用实践，灵活的时间安排，平衡工作生活的政策，绩效管理和安全问题。为了在工作场所创造engagement文化，人力资源系统需要与其他管理实践一起工作，当他们处理员工(Bartlett, 2001)。雇佣的过程包括处理从选择过程到合同最终结束的员工。这是通过最大化人-工作的契合度来实现的，因为这对进一步提高员工的参与度至关重要。
另一个关键因素是培训和发展。这是另一个有影响力的接触先例。该驱动因子与工作需求资源模型中提出的工作资源范围一致。这种模式对于有抱负的员工具有双重意义。培训、学习和发展可以被视为内在的激励因素，通过满足人的基本需求，如自主性需求和能力需求，支持员工的成长，并增强个人的发展计划(Belias & Koustelios, 2014)。它可以进一步被视为一种外在的激励因素，因为它有助于为员工提供所需的工具和资源，使其具备胜任能力和技能。这些对于员工的目标实现和职业发展都是必不可少的。例如，来自团队成员的激励、信息性质的评论和主管的支持行为等工作资源可以帮助员工减少他们工作时的生理和心理性质的成本。这有助于他们顺利地完成工作。这些工作资源进一步激励员工在他们的工作角色中奉献更高的精力。
Another driver is compensation and benefits. This is another indispensable antecedent to engagement of employees. It is inclusive of finance related rewards and rewards of non-financial nature such as providing recognition and other exemplified perks through provision of extra holidays or travel based discounting methods (Barkema et al., 2015). The employee engagement level furthermore is dependent over attractiveness of employees for obtained benefits and compensation. As per the social exchange theory, employees going after reception of rewards and recognition is of the feeling that they should now respond by being engaged completely. Employees have a preference to be rewarded and recognized distinctively for the excellent work they perform particularly when pay has a relationship to performance.
Another driver is work based procedures and policies. These result in encompassing policies and procedures of HR as well as the perceived support for organizations. Policies of HR and procedures are inclusive of practices of hiring, flexible timing, policies to balance work life, management of performance and issues of safety. For creating an engagement culture in the workplace, systems of HR require working together with other practices of management when they deal with the employees (Bartlett, 2001). The process of hiring is inclusive of dealing with employees initiating from the process of selection to the final end of the contract. This is done through maximizing the fit of person-job as it is crucial for furthering engagement of employees.
Another essential driver is training and development. This is another influential engagement antecedent. Such a driver has consistency with the job resources scope as it has been proposed in the model of Job demand resources. This model bears double significance for employees who are ambitious. Training, learning as well as development can be seen as intrinsic motivators which support growth of employees and enhance development plans of individuals through fulfilment of basic human requirements such as autonomy needs and competence needs (Belias & Koustelios, 2014). It can further be regarded as a motivator of extrinsic nature as it helps in providing employees with required tools and resources as competencies and skills get applied over job. These are imperative for goal achievement of employees as well as opportunities for career growth. For example, resources of job such as motivation from team members, comments of informative nature and supportive acts from supervisor might help employees to decrease their costs of physiological and psychological nature when they work. This helps in completing their job in a smooth manner. These resources of job furthermore result in motivating the employees to dedicate higher energy within their work job roles.
以上内容就是毕业论文代写专家对员工敬业的驱动因素解析。如果同学们没有足够的时间来完成毕业论文的写作，论文代写推荐选择美国论文代写AdvancedThesis服务平台。因为其服务公司拥有专业资质的英语论文代写专家团队，保障论文原创质量与合理的论文代写价格，并使用权威的抄袭检测系统，让留学生们轻松应对英语论文写作并创作出专属个人的优秀论文!除此之外，还为留学生提供专业的硕士论文代写、代写毕业论文、essay代写等服务!
