Research On The Influencing Factors Of Employee Engagement In Datong Electric Thailand Branch

Company’s employees often act and cooperate in a collective way,and the working ability of the team is crucial to the company’s development.One of the major tasks of the company in human resource management is to create a space suitable for employees to develop their team’s creativity,so as to effectively activate the development potential of the company’s team.In the company’s work team,the company’s employees are its important backbone.In order to achieve this management goal,we need to make efforts to improve the employee engagement in order to achieve the desired results.In recent years in Thailand,due to a series of reasons such as high pressure on manufacturing employees,frequent labor disputes etc.,Thai company has taken continuous measures to avoid personnel turnover,such as improving salary level,improving various welfare policies,increasing training mechanism,etc.,but the final result is not ideal.To achieve this management goal,we need to make efforts to improve the employee engagement in the company,so as to achieve the desired results smoothly.Therefore,it is necessary to study the employee engagement and find out the effective way to improve it.This paper explores the theories of employee engagement and factors influencing it,developed a model measuring the employee engagement,and then analyzed taking Tatung(Thailand)Co.,Ltd Thailand branch as a case.The empirical process is as follows: The 22 elements involved in the employee engagement model were reduced to 20 after preliminary research and analysis.Through empirical verification,it was proved that they belong to 3dimensions: organizational dimension,work dimension,and personal dimension.Then,according to the entropy weight method,the weights corresponding to each dimension were given through expert evaluation,and then the statistics were summarized.The research results show that the proportion of improvement in the personal dimension is the highest,reaching more than 40.185%,so the improvement of the personal dimension has the most important component to the employee’s engagement.Organizational dimension construction is the least important,with a cumulative weight of 27.425%,and the importance of work dimension construction lies between the two,with a cumulative weight of 32.390%.Based on the results of this series of concrete empirical analysis,this articlepresents countermeasures to explore the improvement of employee engagement at Tatung(Thailand)Co.,Ltd.in Thailand.