thesis代写

swot analysis 代写:有意义的工作

swot analysis 代写:有意义的工作

Fairlie成功地展示了有意义的工作在人力资源开发中的价值,包括员工敬业度。将有意义的工作与不同的员工工作特征如工作满意度、工作倦怠、离职认知、组织承诺进行比较,发现有意义的工作对不同层次的员工敬业度有实质性的、详尽的影响。研究还发现,有意义的工作也会影响可变的员工结果,使他们有更多的自由来控制其他特征。此外,由于有意义的工作涉及自我实现,研究结果对组织层面的人力资源开发专家最有用。这项研究是基于网络对574名北美人进行的调查。作者很好地阐述了将有意义的工作与员工参与的实践联系起来的必要性,从而提高了员工产生组织结果的方式。

swot analysis 代写:有意义的工作

然而,即使定义标准化的想法有意义的工作,它包含作为员工工作的一个方面,它不强调并接受有意义的工作需要不需要与员工敬业度,因为许多员工工作在不需要人类接触的条件,不能称为工作不相关的意义仅仅因为接触很低。工作特征的不同和无数的因素和变量一直在形成,不可能通过员工对有意义的工作的依恋程度来衡量。此外,574的研究样本也仅限于得出一个可靠的结论。这项研究支持了我的研究,并提供了一个很少被识别和研究的有意义的工作主题作为员工的工作特征。这项研究即使有其局限性,也在一定程度上进行了详细的研究,并为继续研究员工敬业度及其潜在动机提供了动力。

swot analysis 代写:有意义的工作

Fairlie manages to demonstrate the value of meaningful work in terms of its usage in human resource development involving the factor of employee engagement. Meaningful work was compared with different employee work characteristics such as job satisfaction, burnout, turnover cognitions, and organizational commitment, and it was found that meaningful work had substantive and elaborate impact on employee engagement at different levels. Meaningful work was also found to be impacting variable employee outcomes giving them more freedom to control other characteristics. In addition, since the meaningful work involves self-actualization, the research is found to be most useful for human resource development experts at organizational level. The research was conducted as a web-based survey of 574 North Americans. The author gives a nice representation of the necessity of linking meaningful work with the practice of employee engagement, in terms that it improves the way the employee produces the organisational outcomes.

swot analysis 代写:有意义的工作
However, even after defining the standardised idea of meaningful work and what it contains as an aspect of work for employees, it does not highlight and accept that meaningful work needs not be necessary to be linked with employee engagement, because many employees who work in conditions where no human contact is required, the work cannot be termed as less relevant to meaning just because engagement is low. There are different and innumerable factors and variables of work characteristics which are taking shape consistently and are impossible to be measured in terms of their attachment to what the employee finds a meaningful work. Besides, the research sample of 574 is limited to come to a solid conclusion. This research is supportive of my research as it presents and provides a very rarely identified and researched topic of meaningful work as the employee work characteristics. The research is elaborate in sense even with its limitations, and offers an incentive to continue researching employee engagement and its underlying motivations.