The Index System Building Of Enterprise Knowledge Employee Engagement Study

As Peter Drucker says,the productivity of knowledge employees will be the central theme and the greatest challenge to management in the 21 st century.Knowledge employees,who are the carrier of core competitiveness enterprises,the creator of enterprise wealth,with the core knowledge,technology and experience of enterprises in their minds.No doubt,knowledge employees are one of the most important human capitals for enterprises.However,knowledge workers are different from ordinary enterprise employees in their organizational recognition,emotion of belonging,job engagement and values.Therefore,a better understanding of these characteristics is beneficial to increase their job engagement,improve incentive mechanism and transform knowledge into productivity.The theoretical research on improving employees` engagement,especially knowledge employees` engagement belongs to the individual research in the organizational behavioral research scope,which involves personal performance,idea and ways of working.Thus it is closely related to human resources and development and application.The domestic research on engagement has been started,but lack of systematic and pertinence.So far,most scholars have studied the correlation between employee burnout and single variable with limitations on sample selection and questionnaires distribution.The precision of empirical studies needs to be enhanced,and the index system of engagement has not formed a set of scientific evaluation index system.The present thesis focuses on the establishment of engagement index of enterprise knowledge employees.Based on the situations in China and present needs,the present thesis has an in-depth analysis of the engagement of ordinary and knowledge employees by doing researches on the characteristics of knowledge workers.By literature review,interview,questionnaire and consultation by specialists,the thesis summarizes engagement index of enterprise knowledge employees through the usage of AHP,Delphi evaluation and comprehensive fuzzy evaluation,to determine the weight of each index.This research tests the demographic variables,describe the detection and application ofthe index system,and then propose the engagement mechanism of knowledge employees.Finally,summarize the conclusions and deficiencies.(1)This paper analyzes the main research results and theoretical basis of knowledge-based workers and employees engagement at home and abroad.On the basis of the research results of differences and relations of the engagement of ordinary employees and knowledge workers,the present thesis focuses on the analysis of the causes of such differences which provide the basis and logistic starting point for the research.(2)From the significance and basic principles of the construction of enterprise knowledge staff engagement degree evaluation index system,and on the basis of literature review,key interview,open questionnaire and expert consultation,the present thesis constructs the knowledge employees’ engagement evaluation system verifies the validity of the reliability,exploratory and confirmatory factor analysis by internal consistency test.AHP method is used to give weight to each level index,and an evaluation index system of enterprise knowledge worker’s degree of engagement is constructed.(3)The index system constructed by this study includes three layers.Among them,"enterprise knowledge worker engagement evaluation" is the target layer.Four elements of work input,organizational identity,value recognition,and emotional attribution are the standard layer.The refinement of standard layer formed 20 program indicators in criterion layer.These indicators are supported by the literature,and through expert screening.Among them,9 indicators,including the courage to innovate,extra effort,work challenges,work fun,teamwork,advice and suggestions,promotion opportunities,career planning,harmonious relations with leading colleagues derive from the study interview or open questionnaire.(4)In order to explore the practical effect of the research index system,the author makes an empirical test on the demographic variables.Fuzzy comprehensive evaluation is used for testing engagement level of knowledge-based employees in representative enterprises.Meanwhile,the author selects two similar enterprises with high degree of comparability to conduct empirical testing on the level of its knowledge-based engagement.Through the empirical test,the rationality and validity of the index systemconstructed by this research are further verified.(5)In view of the construction of the index system and the empirical test,the paper puts forward the countermeasures and suggestions to improve the degree of engagement and help the enterprises to enhance the professionalism of the knowledge workers and make full use of the existing human resources,enhance the management level and competitive advantage.(6)The last part is the conclusions of this study and places for further improvement.Researches on knowledge-based staff engagement and evaluation will get continuous attention.The innovations of this study are: First,on the basis of the characteristics of knowledge employees,the thesis compares the differences between knowledge employees and ordinary employees,reveals the characteristics of knowledge employees,and extends the research field of engagement.Second,this study puts forward and constructs the evaluation index system of knowledge employee dedication with complete measurement standard,which provides the basis for the enterprise or others to evaluate the knowledge employees.Third,the present thesis puts forward the countermeasures to improve the engagement,which is of great significance for enterprises to increase the management and improve incentive mechanism and help enterprises turn human capital into real productivity.